Det sociala stödet från HR till enhetschefer
Sammanfattning: As a line manager you have a lot of responsibility and work burden and you alsooften get the feeling of being alone. Therefore the social support is an importantelement in order to handle the daily challenges that the work can mean. Previousstudies have shown that social support mainly comes from colleagues, bosses andfriends and therefore there is a need to investigate the social support that comes fromHR. One of HRs main work task is to give line managers support in their work butis it enough compare to what line managers need? The aim of this study was toinvestigate the experience of social support from HR amongst line managers in onespecific organisation. Furthermore the study aimed to investigate the meaning ofsocial support from HR to line managers in their work and also how the socialsupport could be improved. To answer these questions a qualitative method with sixsemi-structured interviews was used. The participants in this study was six linemanagers who all worked in the same specific organisation that was studied and theywere all in contact with the same HR person. The findings indicate that the linemanagers generally experienced the social support from HR as well-functioning. Thesocial support they experienced was in line with House (1981) description howeverthe different parts of the social support was experienced in varying degrees. Thesocial support was also found meaningful for the line managers in order to managetheir work and for their health and well-being. Even though the social support overall was found well-functioning and enough according to the line managers someimprovements were found. These outcomes shows that social support from HR areimportant to line managers and that the HR in this specific organisation shouldcontinue as before but also look at the improvements to see how their social supportcan be developed in order to deliver an even better social support to the linemanagers.
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