Author: magdalena

Digital competence isn’t optional in blue collar work anymore

18 December 2024 / magdalena

The digitalization of transport, logistics, and home care industries has fundamentally reshaped job demands and workplace dynamics. In my recent study; Digital competence is a must: Manager and safety representative perspectives on evolving job skills and balancing digital work environments (available here), written togheteher with Simon Asplund, Teresia Nyman, Magnus Svartengren and Therese Hellman at Uppsala University, we explored how these industries are adapting to the rapid integration of technology from a work environmental perspective.

Spoiler: Digital competence isn’t optional anymore. Whether it’s managing ICT systems or navigating a tidal wave of administrative demands, workers need to adapt—and fast. While digitalization does bring perks like improved safety and streamlined communication, it also comes with a catch. Increased traceability and packed schedules can make employees feel more like data points than people. As one transport manager put it, “They’ve been working in the same way for 10–15 years, and then someone comes in with new stuff, new technology… things they don’t really understand.”

And it’s not just about understanding new tech—it’s about having the time to learn it. One safety representative highlighted the frustration, saying, “I find it a bit disappointing that they have not provided sufficient training in these specific digital tools that we are supposed to use, such as the computers. And how they actually should be used in practice.” This disconnect between expectations and resources is a recurring theme in our findings.

The study employed a qualitative approach, featuring 24 semi-structured interviews with managers and safety representatives across 22 organizations. This methodology allowed us to gather in-depth perspectives on the challenges and opportunities posed by digitalization. Participants were drawn from industries that typically have lower educational attainment and high turnover rates, making the transition to a digitally driven environment particularly complex.

To address these challenges, organizations must invest in comprehensive employee training, allocate time for recovery within schedules, and promote transparency around system usage. Encouraging clear boundaries for technology use outside work hours is also vital to maintaining employee well-being. In industries characterized by high demands, diverse workforces, and rapid turnover, these strategies are not just beneficial—they’re critical. For a detailed look at our findings and recommendations, you can access the full study here.

Best regards

Magdalena R Stadin, PhD

You’ve done more than you think

16 December 2024 / magdalena

As the year winds down and we find ourselves in the week before the Christmas holidays, it’s natural to feel a bit overwhelmed. Many of us might be reflecting on the year gone by, caught up in thoughts of goals we didn’t quite meet or projects that remain unfinished. But pause for a moment and ask yourself—what if you’ve already done your very best? What if the sum of your efforts this year is more than enough?
Take a trip back through your calendar, revisit your old to-do lists, and reflect on your accomplishments from 2024. Big or small, each step you’ve taken contributes to the bigger picture of growth and progress. Maybe it’s a breakthrough in your research, the collaboration that sparked new ideas, the challenges you overcame, or the support you offered to colleagues. These are all achievements worth celebrating.
We often underestimate how much we contribute, not only in terms of measurable outcomes but also through the dedication, creativity, and resilience we bring to our work. So, as you wrap up the year, take a moment to acknowledge your efforts and be proud of what you’ve achieved. You deserve it!

Merry Christmas and Happy New Year!

Magdalena R Stadin, PhD

Coffee break again?! Are you lazy or productive?

16 October 2023 / magdalena

Are you feeling guilty after been socialising with co-workers over a coffee for too long? No worries, micro-breaks are actually beneficial for job performance as well as employee well-being. In addition, the length of the break is associated with the productivity when you return to your job duties, and the longer breaks – the better, so to speak.

So, why is it like this? Well, internal (during work) and external (after work) recovery are essential in order to balance the job demands during the day. Simply explained, through recovery, the body and the brain will have the opportunity to mobilise for upcoming challenges. During the working day, it’s great to take micro-break for internal recovery. A micro break can involve a coffee in the staff room, talking a walk, stretching, or day dreaming.

Research has shown that micro-breaks can help reduce fatigue and increase energy levels, leading to improved well-being. They can also facilitate psychological detachment and relaxation, which can help reduce the impact of high job demands. Additionally, taking micro-breaks can also prevent the impairing effects of accumulated strain, leading to improved job performance. They can also be helpful to reload mental resources, leading to better cognitive performance. Which is of highly relevance for us Academians!

So, the next time you’re feeling overwhelmed at work, remember to take a micro-break and engage in some internal recovery activities. Your well-being and job performance will thank you. So how do mine micro-breaks look like today? Well, mostly I daydream back to the splendid ‘Moulin Rouge! The Musical’, that I saw a couple of days ago.

In case you are interested to read more about micro-breaks the importance of recovery, here are some literature suggestions:

Citations:

Albulescu, P., Macsinga, I., Rusu, A., Sulea, C., Bodnaru, A., & Tulbure, B. T. (2022). ‘Give me a break!’ A systematic review and meta-analysis on the efficacy of micro-breaks for increasing well-being and performance. PLoS ONE, 17(8 August). https://doi.org/10.1371/journal.pone.0272460

Demerouti, E., Bakker, A. B., Geurts, S. A. E., & Taris, T. W. (2009). Daily recovery from work-related effort during non-work time. Research in Occupational Stress and Well Being, 7, 85–123. https://doi.org/10.1108/S1479-3555(2009)0000007006

Best regards

Magdalena Ramstedt Stadin, PhD

The benefit of the so called 3rd duty

17 May 2023 / magdalena

Recently, I have been invited as a presenter and panel member the Riks-P conference in Stockholm, as well as online, presenting for employees working at the Swedish Work Environment Authority. The topic for these presentations has been AI, robotization and the work environment.

In academia, we refer to these kind of job duties as ‘the 3^rd duty’. For those of you that are not familiar with this concept, I’ll try to explain it briefly. Typically, it is stated that academians have three job duties; 1) Research; 2) Teaching; 3) Academic service.

The 3^rd duty – Academic service encompasses various responsibilities that contribute to the functioning and development of the academic community and society at large. This can include serving on committees within the institution, participating in academic governance, reviewing manuscripts for journals, organizing conferences or workshops, engaging in community outreach and public engagement activities, and providing expert advice to policymakers or industry professionals etc.

So, what is the benefit of the 3^rd duty? Actually, the 3^rd duty offers several benefits at both individual and institutional levels. These involve e.g. professional networking, reputation, recognition, personal and professional growth, as well as institutional development and the fulfilling of social responsibility. In other words, it is a good idea to not forget about the 3^rd duty!

Best,

Magdalena Stadin, PhD