Signe Pihl-Thingvad

Professional ideals and daily practice in journalism

Professional ideals are crucial in terms of guiding and committing journalists in modern media organizations. But what happens if there are discrepancies between the journalists’ professional ideals and their daily working practice? Research suggests negative consequences, such as withdrawal of commitment, but until now these assumptions have never been empirically examined. This article provides new knowledge of the relationship between professional ideals and daily practice in journalism by describing the contours of the existing discrepancies in the generation of news in Denmark. In addition it examines the journalists’ reactions to discrepancies in relation to their organizational commitment. The results suggest that discrepancies do have a negative impact on journalists’ commitment. Further implications for research and practice of the findings are discussed.

Stressing academia? Stress-as-offence-to-self at Danish universities

ABSTRACT Academic work has traditionally been seen as relatively stress free. However, a growing number of studies have reported increases in occupational stress experienced by university researchers. In order to explain stress among this group, we build on a new perspective in occupational stress research: the so-called stress-as-offence-to-self perspective. In line with this perspective, we have investigated the incongruence between the researchers’ work values and their perceptions of the working conditions provided by the organisation. The analysis is based on a sample of 2127 Danish university researchers. The results show that person-organisation incongruence with regard to freedom and independence in the job, job security, personal and professional development at work, and receiving peer recognition are associated with higher levels of stress among the researchers. Based on these results, we suggest three strategies for managers at universities to mitigate stress among academic employees: a tough recruitment process, a team-based organisation and a proactive human resource strategy.

Perception and translation of numbers: the case of a health campaign in Denmark

Abstract This article explores the translation of numeric health communications from the authorities to ordinary citizens. Based on qualitative interviews and document analysis, it follows the life of a Danish health campaign called ‘6 a day’ from its initiation to its dissemination, and finally to its place in the perceptions and health practices of citizens. While the definition of the target of ‘6 a day’ was clearly anchored in social and scientific contexts, it incorporated considerable ambiguity and scientific uncertainty, flaws which were deliberately kept from citizens. The number ‘6’ was meant to appear unquestionable. We suggest that this way of making and disseminating numeric health campaigns may best be understood as a process of creating a mould and offering it to citizens to fill with their own health practices. Such a process is rife with translations and the article analyses both these and their impact on citizens’ health practices and perceptions. We conclude that the success of the campaign lies in its implicit logic and the agency it fosters, rather than its ability to improve health literacy or make citizens aspire to specific health targets. The article thereby contributes to an understanding of the effects of numeric health communications. Health communicators may also gain from an increased awareness of the processes of translation involved in health messages created as moulds.

The inner workings of performance management in danish job centers: rational decisions or cowboy solutions?

ABSTRACT This article discusses how a central performance management system in Danish job centers affects employees’ perceptions of accountability, autonomy, common goals, and dialogue. Dysfunctional behavioral effects are explored in qualitative analyses based on four case studies. Results indicate that the expected positive effects of performance management do not materialize at the Danish job centers because the focus of the implementation process gradually shifts from results to process goals. This is related to a series of dysfunctional behavioral effects which, instead of creating commitment, frustrate and stress the employees.

Is self-leadership the new silver bullet of leadership? An empirical test of the relationship between self-leadership and organizational commitment **

Self-leadership is theoretically assumed to be the key management approach in modern knowledge work because it strengthens the employees’ commitment. This study examines the relationship between self-leadership and affective organizational commitment empirically. An underlying assumption in the self-leadership research, that employees are guided and committed by internal work ideals, is tested, and self-leadership is compared to motivational factors in traditional management theories. The results show that self-leadership positively affects organizational commitment, while the internal work ideals overall do not seem to have the expected effect. However, the effect of self-leadership on commitment disappears when the relationship is controlled for traditional motivational factors. The theoretical and practical implications of these results are discussed, and foci for future research are suggested.

Does setting goals and incentivizing results matter for the psychosocial work environment

Abstract This study investigates how central features of performance management, setting goals and incentivizing results, relate to the employees’ satisfaction with the psychosocial work environment. Using data from 64 Danish university departments, including 2,115 nested researchers, we find that having clear organizational goals is associated with higher levels of satisfaction with the psychosocial work environment. We also find that there is a positive relationship between the use of financial rewards and satisfaction with the psychosocial work environment, if there is a fit with the employees’ extrinsic motivation structure. On the other hand, the use of sanctions is negatively correlated with the psychosocial work environment.