Stig Berge Matthiesen

International Journal of Cross Cultural Management 18(3) s. 309-325 Doi: https://doi.org/10.1177/1470595818806326

Magma forskning og viten 21(2) s. 32-43

Mediebransjen er i stor endring. Dette er noe lederne i mediehusene kjenner på, ikke minst redaktørene. Kan all turbulensen rundt endring slite slik på redaktørene at de vurderer stillingen sin? Denne artikkelen tar opp nettopp dette emnet, turnover blant redaktører. Et spørreskjema gikk digitalt ut til samtlige medlemmer av Norsk Redaktørforening i 2016. Vi fikk inn 205 svar på undersøkelsen. Turnover, den avhengige variabel, ble kartlagt i form av turnover-intensjon. Resultatene viser en høy grad av jobbtilfredshet hos redaktørene, men at denne er under press gjennom jobbusikkerhet og rollekonflikter. Resultatene viser også at yngre redaktører har større sannsynlighet for å ville slutte i jobben. Det er ingen forskjell på kjønn. Endringer i organisasjonen (antall endringer, endringstrykk) korrelerte positivt med planer om å slutte i jobben. En SEM-modell med god tilpasning viste at turnover i sterkest grad ble predikert av jobbtilfredshet (negativ sammenheng), og at det var klare positive sammenhenger med rollekonflikt og jobbusikkerhet. Det ble skilt mellom to former for jobbusikkerhet: kvantitativ (frykt for å miste jobben) og kvalitativ (engstelse for endringer innad i jobben), som begge predikerte turnover blant norske redaktører. Økt turnover blant redaktørene fremover kan, dersom turnover er av dysfunksjonell type der man sliter med å erstatte kompetansen, resultere i redusert samlet kompetanse i mediebedriftene og redusert kvalitet på for eksempel aviser og produkter på digitale plattformer.

The Psychologist-Manager Journal 21(2) s. 85-105 Doi: https://doi.org/10.1037/mgr0000069

Building on Bowlby’s (1969/1982) attachment theory, the present study examines the relationship between leaders’ attachment style, mirroring their relational experiences with significant others, and implicit followership theories (IFTs). Drawing on the principle of schema transference, it was hypothesized that both anxious and avoidant attachment styles were related to negative IFTs. Furthermore, investigating the phenomenon of defensive projection, it was proposed that leaders’ perception of own competence level would moderate the relationship between avoidant style and the IFT facet “incompetence,” so that avoidant leaders feeling less competent at work would view followers as more incompetent than other avoidant leaders. Survey data were collected from 258 leaders in a variety of work settings. Hierarchical regression analyses supported both hypotheses. Implications for theory and practice are discussed

Necesse 3(1) s. 58-69 Doi: https://doi.org/10.21339/2464-353x.3.1.58

Omega - Journal of Death and Dying Doi: https://doi.org/10.1177/0030222818814052

European Journal of Cancer Care s. 1-11 Doi: https://doi.org/10.1111/ecc.12907

Social support is an important predictor of the well‐being of partners of cancer patients. Those who are caring for minors (well parents) may be in special need of such support. The aim of this study was to evaluate the 4‐month impact of a psychoeducational social support intervention, named the Cancer‐PEPSONE programme (CPP), on well parents’ received and perceived social support, as well as on their psychological distress, quality of life (QOL) and parental capacity. The study was an open randomised controlled trial with a parallel‐group design (N = 35; Intervention = 17, Controls = 18). The participants in the intervention group received CPP in their homes. Controls received support as usual. Data were collected in Norway using validated self‐report questionnaires. Questionnaires were sent by post, before randomisation (T1), and at three‐ (T2) and six‐month (T3) follow‐up. Linear mixed models analyses revealed intervention effects on received (p = 0.04, d = 0.6) and perceived (p = 0.01, d = 1.0) social support, as well as on parental capacity (p = 0.02, d = 1.0), but not on psychological distress and QOL. Social support mediated the relationship between receiving CPP and later psychological distress. CPP may help well parents in maintaining social support and enhancing parental capacity. An improvement in social support may alleviate well parents’ psychological distress.

Journal of International Doctoral Research 6(1) s. 27-49

The present study investigates the impact of social support on mental health among Norwegian counsellors. Data were collected by means of anonymous self-report questionnaires addressing central aspects of the counsellors’ job, health and well-being. The results show that leader support act as a strong predictor of counsellors’ mental health compared to other sources of social support, such as co-worker support, family support and friend support. Furthermore, the results indicate that leader support moderates and has a stress-preventing effect on the relationship between perceived stress and mental health. Thus, the findings suggest that leader support is an important factor likely to influence the health of counsellors.

Norsk medietidsskrift (NMT) 24(4) s. 19-19 Doi: https://doi.org/10.18261/issn.0508-9535-2017-04-03

Norske redaktører er stort sett tilfreds med og er engasjert i jobben, men kjenner større usikkerhet i den digitale verden. Vår spørreskjemaundersøkelse til redaktørene i norske mediehus belyser ulike hendelser i utviklingen i mediebransjen og følelser, krav og forventninger i arbeidssituasjonen. Videre tar analysen for seg i hvilken grad redaksjonene er forberedt på de endringer man nå ser. Jobbengasjement analyseres i forhold til endringstrykk og rolleavklaring. Resultatene viser at det er ulikheter i vurderingen av eksternt trykk, roller og syn på ledelse. I mange tilfeller er det også forskjell mellom overordnede og underordnede redaktører. Analysen viser også at proaktive redaksjoner har høyere score på transformasjonsledelse og mindre på rollekonflikter. Det er klare positive sammenhenger mellom et transformasjonsorientert ledelsessyn, klarhet i lederrollen og jobbengasjementet.

Cancer Nursing 40(3) s. E24-E34 Doi: https://doi.org/10.1097/NCC.0000000000000379

Leadership Quarterly 27(1) s. 142-155 Doi: https://doi.org/10.1016/j.leaqua.2015.08.003

Current knowledge about relationships between leadership and workplace safety is based mainly on cross-sectional studies focusing on constructive forms of leadership. We suggest that this one-sided attention to constructive leadership and the lack of temporal research designs have restrained our understanding of: 1) the impact of both constructive and destructive forms of leadership on safety, 2) whether and how leadership is related to safety over time, and 3) potential bidirectional associations between leadership and safety. To substantiate these claims empirically, time-lagged relationships between constructive-, laissez-faire-, and tyrannical leadership and psychological safety climate were examined among 683 employees from the offshore petroleum industry. We found that associations with psychological safety climate were dependent upon the types of leadership examined. A bidirectional relationship was established between leadership and psychological safety climate. The findings support the importance of a multidimensional approach and a temporal design in research on leadership and safety.

Magma forskning og viten 19(4) s. 23-34

Academy of Management Annual Meeting Proceedings Doi: https://doi.org/10.5465/AMBPP.2016.248

Psycho-Oncology 26(10) s. 1541-1547 Doi: https://doi.org/10.1002/pon.4329

Scandinavian Psychologist Doi: https://doi.org/10.15714/scandpsychol.2.e5

Do candidate risk factors for complicated grief, and associations with other problems after traumatic deaths (e.g., homicide, suicide, disaster, or accident), also apply to bereaved friends? In this article we present results from a study on 76 bereaved friends’ situation after the killings at Utøya 22nd July 2011, and focus on grief and trauma reactions, psychological distress and psychosocial functioning. We observed that the bereaved friends, especially females, had high levels of both grief and trauma reactions that affected functioning and ability to study/work. These findings call for a broader perspective on who is affected when someone dies, and a recognition of grief after the loss of a friend.

Aggression and Violent Behavior 21 s. 17-24 Doi: https://doi.org/10.1016/j.avb.2015.01.001

Bullying has been established as a prevalent traumatic stressor both in school and at workplaces. It has been claimed that the mental and physical health problems found among bullied persons resembles the symptomatology of Post Traumatic Stress Disorder (PTSD). Yet, it is still unclear whether bullying can be considered as a precursor to PTSD. Through a review and meta-analysis of the research literature on workplace- and school bullying, the aims of this study were to determine: 1) the magnitude of the association between bullying and symptoms of PTSD, and 2) whether the clinical diagnosis of PTSD applies to the consequences of bullying. Altogether 29 relevant studies were identified. All had cross-sectional research designs. At an average, 57% of victims reported symptoms of PTSD above thresholds for caseness. A correlation of .42 (95% CI: .36–.48; p < .001) was found between bullying and an overall symptom-score of PTSD. Correlations between bullying and specific PTSD-symptoms were in the same range. Equally strong associations were found among children and adults. Two out of the three identified clinical diagnosis studies suggested that bullying is associated with the PTSD-diagnosis. Due to a lack of longitudinal research and structural clinical interview studies, existing literature provides no absolute evidence for or against bullying as a causal precursor of PTSD.

Zeitschrift für Psychologie 222(4) s. 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.”

Magma forskning og viten 17(5) s. 35-45

Human Resource Management Journal 24(3) s. 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.

Livet som leder : Lederundersøkelsen 3.0 s. 15-24

Fagbokforlaget

Livet som leder : Lederundersøkelsen 3.0 s. 451-460

Livet som leder : Lederundersøkelsen 3.0 s. 125-150

Livet som leder : Lederundersøkelsen 3.0 s. 273-288

International Archives of Occupational and Environmental Health 86(8) s. 875-885 Doi: https://doi.org/10.1007/s00420-012-0825-x

Objectives: This study investigates the prevalence of psychological distress and stressors in the work environment as prospective predictors of distress, among employees in the offshore petroleum industry. Methods: Correlation and logistic regression analyses were employed to examine longitudinal relationships between stressors and distress in a randomly drawn sample of 741 employees from the Norwegian petroleum offshore industry. Time lag between baseline and follow-up was 6 months. Work environment stressors included safety factors, leadership, and job characteristics. Results: The prevalence of psychological distress was 9 % at baseline and 8 % at follow-up. All investigated work environment factors correlated with subsequent distress. In bivariate logistic regression analyses, caseness of distress was predicted by baseline distress, near miss accidents, risk perception, poor safety climate, tyrannical leadership, laissez-faire leadership, job demands, and workplace bullying. After adjustment for baseline distress, control variables, and other predictors, laissez-faire leadership (OR = 1.69; 95 % CI: 1.12–2.54) and exposure to bullying (OR = 1.49; 95 % CI: 1.07–2.10) emerged as the most robust predictors of subsequent distress. Conclusions: The findings show that the prevalence of psychological distress is lower among offshore employees than in the general population. Although offshore workers operate in a physically challenging context, their mental health is mainly influenced by stressors in the psychosocial work environment. This highlights the importance of developing and implementing psychosocial safety interventions within the offshore industry.

Livet som leder : Lederundersøkelsen 3.0 s. 151-175

Livet som leder : Lederundersøkelsen 3.0 s. 337-360

Journal of Managerial Psychology 28(4) s. 367-383 Doi: https://doi.org/10.1108/JMP-12-2012-0395

Purpose: The purpose of this paper is to investigate the relative impact of workplace bullying and risk perception on the mental health among employees in safety critical organisations. The paper also aims to examine whether self‐esteem moderates the relationship between bullying and risk perception as stressors and mental health as an outcome variable. Design/methodology/approach: Employing a survey design, the variables were assessed in a cross‐sectional sample of 1,017 employees in the Norwegian offshore oil and gas industry. Findings: The results show that workplace bullying is a stronger predictor of mental health problems than is risk perception. Self‐esteem had a buffering effect on the relationship between risk perception and mental health problems, whereas no protective effect of self‐esteem was found with regard to the association between bullying and mental health. Originality/value: The findings have implications for how organisations may promote employee well‐being and health. It is suggested that organisations develop interventions that are aimed at reducing the occurrence of both.

International Journal of Psychology (IJP) 47 s. 509-509

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

International Journal of Psychology (IJP) 47 s. 509-509

Bullying and Harassment in the workplace: Developments in Theory, Research and Practice s. 301-324 Doi: https://doi.org/10.1201/ebk1439804896-17

Economic and Industrial Democracy: an international journal 32(3) s. 401-419 Doi: https://doi.org/10.1177/0143831X10377929

European Journal of Work and Organizational Psychology 20(2) s. 206-238 Doi: https://doi.org/10.1080/13594320903338884

This study investigates the characteristics of whistleblowers, the prevalence and nature of whistleblowing, and the occurrence of retaliation after whistleblowing using a randomly selected and representative sample of Norwegian employees. The results showed that 12 per cent self- reported as whistleblowers according to an operational definition. Being a leader, a union or personnel safety representative was significantly related to whistleblowing. The most frequently reported wrongdoing was harassment conducted by a single colleague. Wrongdoer(s) received mixed responses, from no reaction to reprimand. Even though most whistleblowers were not sanctioned, they reported less job satisfaction and more workplace bullying than did non-whistleblowers. Only a few were rewarded. For the most part, wrongdoing was stopped or reduced. However, whistleblowing was only partially effective, because whistleblowers reported lack of feedback about the result of their report. Results also showed that the status of the wrongdoer was related to the reaction he or she received afterwards, as were the type of wrongdoing and the effect on the wrongdoing, and the type of wrongdoing and the effect on the wrongdoer(s). Potential explanations for the results, such as the type of sample and power distance, are discussed. Practical implications of the study are also addressed, such as the importance of providing feedback to whistleblowers.

Whistleblowing and democratic values s. 127-149

In 2001, Sherron Watkins, an employee in the American gas and energy company Enron, notified her chief executive officer Kenneth Lay about a perceived accounting scandal. Watkins did so hoping Lay would act. He did not, and was later arrested due to his involvement in the wrongdoing acts (cf. Swartz & Watkins, 2003). The following collapse of Enron led to a multitude of workers losing their jobs and pensions and thousands of stock owners losing their investments. The Enron collapse also caused trembling throughout the corporate business world in the US, perhaps strong enough to pave the way for the Sarbanes Oxley Act (SOX) of 2002 (cf. Schmidt, 2005; Dworkin, 2007). SOX consist of two models to aid whistleblowing, the anti-retaliation model and the structural model. The first concerns protection against retaliation while the second concerns the requirement of a ‘standardised channel to report organizational misconduct internally within the corporation’ (Moberly, 2006, p. 1107). The proactive behaviour of Watkins and others like Cooper and Rowley has been labeled ‘Whistleblowing’. Proactivity at work concerns forward looking and self-initiating behavior without being asked to do so and solving potential problems before they occur (Crant, 2000; Morrison & Phelps, 1999). The act of whistleblowing has the potential to alert and stop harmful activities that often harm a third party and has been defined as ‘the disclosure by organization members (former or current) of illegal, immoral or illegitimate practices under the control of their employers, to persons or organizations that may be able to effect action’ (Near & Miceli, 1985, p. 5). Sometimes, the act of reporting wrongdoing at work is met by retaliation, victimisation and even workplace bullying. This was the case of the consultant urologist Ramon Niekrash. He was removed from duty and later won compensation after he was bullied for reporting how cutbacks impacted patient treatment at Queen Elisabeth Hospital in South London (The Telegraph, 3-10-2009). In this chapter we will first outline the background for our research before we explain the term of retaliation and describe some types of such behaviour. Then, we will describe some of the most common symptoms reported after exposure to retaliation and workplace bullying, before we delineate the link between whistleblowing, retaliation, workplace bullying and health. Subsequently, we will portray different ways in which we can prevent and deal with retaliation against whistleblowers. Throughout the chapter, we will also sketch out future directions for studies and practice.

Occupational health and safety s. 161-177

Scandinavian Journal of Psychology 52(5) s. 465-475 Doi: https://doi.org/10.1111/j.1467-9450.2011.00885.x

Cross-Cultural Research 44(4) s. 315-340 Doi: https://doi.org/10.1177/1069397110369093

Journal of Occupational and Organizational Psychology 83(4) s. 955-979 Doi: https://doi.org/10.1348/096317909X481256

Journal of Occupational and Organizational Psychology 83(2) s. 371-394 Doi: https://doi.org/10.1348/096317910X486385

Scandinavian Journal of Organizational Psychology 2(2) s. 3-14

Safety Science 48(4) s. 469-477 Doi: https://doi.org/10.1016/j.ssci.2009.12.006

International Journal of Organization Theory and Behavior 13(2) s. 202-248

European Journal of Work and Organizational Psychology 18(1) s. 81-101 Doi: https://doi.org/10.1080/13594320801969707

This study investigates the prevalence of exposure to workplace bullying in a representative sample of 2539 Norwegian employees utilizing different measurement and estimation methods. The prevalence of workplace bullying varied from 2 to 14.3% depending on method of measurement and estimation. Latent class cluster analysis is concluded to give the most reliable estimate (6.8%). Compared to a similar Norwegian study published in 1996, the prevalence of self-reported victimization from bullying is considerably reduced; from 8.6% in the early 1990s to 4.6% in 2005. In the 1996 study, 4.6% labelled themselves as victims of severe bullying, the corresponding number being 2% in 2005.

Kulturelt mangfold på arbeidsplassen. Utfordringer og virkemidler s. 79-99

Klinisk organisasjonspsykologi s. 187-216

Tidsskrift for Norsk psykologforening (Psykologtidsskriftet) 46(2) s. 153-160

Søkelys på arbeidslivet 25(1) s. 3-19

Health Promotion International 23(4) s. 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.

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

Gender in Management 23(23) s. 137-147

Journal of Occupational Health Psychology 13(2) s. 128-136 Doi: https://doi.org/10.1037/1076-8998.13.2.128

Tidsskrift for Norsk psykologforening (Psykologtidsskriftet) 45(3) s. 318-328

International Journal of Organisational Behaviour 13(2) s. 18-40

This study investigates whistleblowing and its consequences with an actual whistleblowing case which is assessed using mixed methods (interview, archival documentation, and two psychological tests) and analysed with a proposed model of the whistleblowing process (Soeken, 1986). The whistleblower blew the whistle internally on unethical coercive treatment of patients in a Norwegian health organisation. He then blew the whistle externally when the wrongdoing was not stopped. Retaliation followed and culminated with dismissal when the whistleblower refused to accept relocation to a job with no work assignments. He then sued his employer for unjust dismissal and lost in several judicial courts. Simultaneously, the whistleblowers claims were supported by an external investigation report. The results showed that the case story followed the process described in the Soeken model, although some adjustments of the model are proposed. The retaliation experienced by the whistleblower developed into a situation that may be described as workplace bullying, leading to severe physical and psychological symptoms as measured by the two tests, MMPI-2 and PDS. Despite retaliation and exposure to workplace bullying, the interviewee perceived the most damaging factor not being believed in court and not being listened to. The results have implications for employees, employers and helpers of actual whistleblowers.

International Journal of Psychology (IJP) 43(3-4) s. 391-391

The Journal of Industrial Relations and Human Resources 10(2) s. 17-25

International Journal of Psychology (IJP) 43(3/4) s. 384-384

The Oxford Handbook of Personnel Psychology s. 464-495

Violence and Victims 22(6) s. 735-753 Doi: https://doi.org/10.1891/088667007782793174

International Journal of Organization Theory and Behavior 10(1) s. 58-94

Scandinavian Journal of Psychology 48(4) s. 313-319 Doi: https://doi.org/10.1111/j.1467-9450.2007.00554.x

Career Development International 11(5) s. 463-477

Fagbokforlaget

I klem eller balanse? s. 246-261

I klem eller balanse? s. 62-79

I klem eller balanse? s. 79-91

Personality and Individual Differences 40(6) s. 1223-1233 Doi: https://doi.org/10.1016/j.paid.2005.10.017

Tidsskrift for Norsk psykologforening (Psykologtidsskriftet) 42(8) s. 714-717

Nordisk Psykologi: teori, forskning, praksis 57(4) s. 391-415

Stress and Health 20 s. 301-308 Doi: https://doi.org/10.1002/smi.1025

International Journal of Psychology (IJP) 39(5-6, Suppl S) s. 393-393

Magma forskning og viten s. 80-90

British Journal of Guidance and Counselling 32(3) s. 335-356

International Journal of Psychology (IJP) 39

International Journal of Psychology (IJP) 39

Scandinavian Journal of Psychology 44 s. 415-423

International Journal of Management and Decision Making 4(1) s. 96-112

This paper presents a rare case in the literature of bullying: A victim who took her case to court, won, and then continued in her job, surrounded by her former bullies. The theoretical conflict escalation/de-escalation model of Evert van Vliert is used to identify significant events and behaviour in the conflict process, and categorizing them as either conflict-escalating or conflict de-escalating, as well as strategic or spontaneous. Social support is discussed as possible explanation of the “happy ending” of this particular bullying episode. Methodological constraints are discussed, including the distinction between different levels of research. A version of the conflict that is valid in the eyes of the victim may not be regarded as such by the opponent, nor by the group or organisation involved. However, we cannot ignore the individual level in the attempt to understand bullying

The European Journal of Psychiatry 17(2) s. 69-76

Utbrent. Krevende jobber - gode liv? s. 8-18

Utbrent: Krevende jobber – gode liv

Ledelse på godt og vondt s. 289-309

Utbrent. Krevende jobber - gode liv? s. 144-170

Sykefraværsarbeid. Grunnlag - ideer - tiltak s. 68-72

Utbrent. Krevende jobber - gode liv? s. 20-56,386-390

Humor og helse - i teori og praksis. Fra smilehull til latterkrampe s. 165-186

European Journal of Work and Organizational Psychology 10(4) s. 467-484

The Journal of Occupational Health and Safety - Australia and New Zealand 14(6) s. 563-568

Journal of Adolescent Research 9(3) s. 363-383

European Journal of Public Health 3 s. 38-42

Health values 17 s. 3-9

European Journal of Public Health 3 s. 38-42

Health values 17(3) s. 3-9

Homeostasis 33 s. 239-245

Hemeostatis 33(5-6) s. 239-245

Norsk tidsskrift for arbeidsmedisin 3 s. 155-160

Norsk tidsskrift for arbeidsmedisin 5 s. 301-307

Scandinavian Journal of Psychology 32(3) s. 193-207 Doi: https://doi.org/10.1111/j.1467-9450.1991.tb00869.x

Artikkelen inngår i Dyregrovs Dr.Philos-avhandling. ---------------------------------------------------------- The course of parental bereavement during the first year following an infant's death was investigated. Also, the differences in mothers' and fathers' reactions, the differences according to the mothers' occupational role, and the similarities in couples' reactions were studied. From a total sample of 59 families, 13 families answered their questionnaires at all three time points (1, 6 and 13 months), 22 families responded at two time points, and 37 families responded at some point following the loss. Measures relating to anxiety, depression, bodily discomfort, general well being and impact of event were used at the three time points. The results showed that grief, as measured by the different inventories, decreased over time. The decrease was most evident from 6 to 13 months, and most prominent in women. A considerable number of the parents were still actively dealing with the loss all through the first year of bereavement. In most couples the mother reported most distress. Mothers were significantly more depressed than fathers at all time points, and mothers also had significantly higher anxiety and lower general health at 1 and 13 months, and intrusive scores of 1 and 6 months. Women at home evidenced more grief at all three time points than women employed outside the home. A high or low score in one spouse was more strongly correlated with a similar score in the other at 1 and 13 months, than at 6 months. The implications for counselling of parents, with special emphasis on the employment situation of the mother, is emphasized.

Scandinavian Journal of Psychology 28(1) s. 1-25 Doi: https://doi.org/10.1111/j.1467-9450.1987.tb00900.x

Artikkelen inngår i Dyregrovs Dr.Philos-avhandling. --------------------------------------------------- The differences between mothers' and fathers' grief following the death of an infant child were investigated. From a total sample of 117 parents, 53% women and 47% men, answering a survey on different grief reactions 1 to 4 years following the death. 55 families where both partners responded, were selected. Measures relating to anxiety, depression, impact of event, bodily discomfort, and general well being were included. The results demonstrated fairly strong differences between the partners' reactions, with mothers typically experiencing more intense and long-lasting reactions than fathers. Mothers also tended to perceive their family and friends as less supportive than fathers, while fathers were least satisfied with the support received from the hospital. Most parents felt the death had brought them closer together, although a considerable number reported feeling more distance to their partner. Mothers scored significantly higher than the fathers on experience of recovery, state anxiety (STAI), depression (Beck Depression Inventory), bodily symptoms (Bodily Symptom Scale) and intrusive images and thoughts (Impact of Event Scale, IES Intrusion). A high score in one spouse was correlated with a high score in the other, and vice versa. It is emphasized that the results showing parental differences in grief should help us tailor psychoeducational and therapeutical intervention for bereaved families.

Scandinavian Journal of Psychology 28(1) s. 16-25 Doi: https://doi.org/10.1111/j.1467-9450.1987.tb00901.x

Artikkelen inngår i Dyregrovs Dr.Philos-avhandling. ---------------------------------------------------------- Empirical data on the subjectively reported anxiety reactions of 117 parents who lost an infant at birth or daring the first year of life are presented. From a retrospective survey conducted 1 to 4 years after the death it was evident that parents experienced a great deal of anxiety following the death of their child. Parents who experienced a sudden death in the home reported the strongest anxiety, but other parents who lost their child in hospital at birth or thereafter also experienced strong anxiety. The anxiety for surviving children and later-born children was extensive. In all areas mothers experienced more anxiety than fathers. More intense and longer grief in one's partner, the perceived lack of support from others, being older, and being a female were significantly correlated with anxiety. The results are interpreted as a confirmation that parents who lose their children experience a fundamental change in their beliefs about their family's future security. Better training of health personnel is required to secure an adequate follow up of families that lose a child.

Scandinavian Journal of Psychology 28(2) s. 104-114 Doi: https://doi.org/10.1111/j.1467-9450.1987.tb00745.x

Artikkelen inngår i Dyregrovs Dr.Philos-avhandling. ---------------------------------------------------------- The differences between parental grief reactions following different types of infant losses were investigated. A total of 117 parents (55 couples) from three groups of parents (stillbirth, neonatal death and Sudden Infant Death), 53% women and 47% men, answered a survey on different grief reactions one to four years following the death. Included in the survey were psychometric measures relating to anxiety, depression, impact of event, bodily discomfort, and general wellbeing. The results demonstrated that the three groups differed in their experience of various grief reactions. Sudden Infant Death Syndrome (SIDS) parents reported significantly more anxiety and intrusive thoughts than the other two groups in the early post-loss period, as well as significantly more anger, restlessness, and sleep disturbances than the neonatal group. The SIDS parents also scored significantly higher on some of the measures (experience of recovery, IES intrusion) relating to how they felt at the time of study. While the death being sudden did not show any correlation with the parents experience of recovery or the psychometric measures, the length of time the child had lived showed a strong relationship to these measures. It is emphasized that counselling to parents must be based on increased knowledge about parental reactions, tailored to the individual family's needs.