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  • 1.
    Andersson, Thomas
    et al.
    Institutionen för handel och företagande, Högskolan i Skövde, Skövde.
    Gadolin, Christian
    Institutionen för handel och företagande, Högskolan i Skövde, Skövde.
    Stockhult, Helen
    Institutionen för handel och företagande, Högskolan i Skövde, Skövde.
    Samverkan i komplexitet: Resultat från utvärdering av samverkansmodell social hållbarhet/folkhälsa2019Report (Other academic)
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    SAMVERKAN I KOMPLEXITET: Resultat från utvärdering av samverkansmodell social hållbarhet/folkhälsa
  • 2.
    Johansson, Owe L.
    et al.
    Örebro University, Department of Business, Economics, Statistics and Informatics.
    Stockhult, Helen
    Örebro University, Department of Business, Economics, Statistics and Informatics.
    Medarbetarskapet och demokratin2006In: Om demokratins villkor: 2 / [ed] Mats Ekström ..., Örebro: Örebro universitet , 2006, p. 153-175Chapter in book (Other academic)
  • 3. Stockhult, Helen
    Medarbetare i dialog: en studie om viljan att göra mer än det formellt förväntade2013Doctoral thesis, monograph (Other academic)
    Abstract [en]

    During the past years, interest in people’s willingness to take responsibility has increased. Earlier research has discussed this phenomenon varyingly and today a number of concepts in the literature discuss the proactive and responsible role of the employee. One of these concepts is Organizational Citizenship Behavior (OCB). It accounts for the willingness of an employee to go above and beyond the 'call of duty' and the formally expected roles and demands of the organization served. The purpose of the study is to contribute to the current understanding of OCB by studying how social structures - in terms of OCB - are embodied and (re) constructed between employees in an organization.

    This study was conducted within a Swedish public company – Posten (the Postal Service). Data were collected by interviews and observations. Using a theoretical framework inspired by institutional theory, main assumption is that human action is guided by social structure. Social structure is viewed as a set of social rules. After identifying social rules in terms of OCB among employees at one of the workplaces in the company, these rules were used for analyzing employee dialogues focusing specifically on issues of OCB, an event internally referred to as Interna dialogen. Results show that the OCB rules that were identified affect employee willingness to do more than is formally expected and, importantly, this willingness is largely (re)formed in and through dialogues between employees. Another (related) key finding is that OCB is dynamic and changes depending on the situation. In contrast to the extant OCB-literature (which is characterized by a focus on perceptions of the individual and on deterministic assumptions), OCB is thus more social in character. OCB is also much more unpredictable than prior research has argued and taken into account. This said, however, we need more research to deepen the understanding of how this dynamic works. One implication from this study thus is that we need more research on OCB, conducted with other research methods than those mos commonly used. By using qualitative methods, we can obtain more knowledge about how OCB within organizations develops.

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    Medarbetare i dialog: en studie om viljan att göra mer än det formellt förväntade
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  • 4.
    Stockhult, Helén
    Örebro University, Örebro University School of Business.
    Medarbetaransvar – ett sätt att visa värderingar: Ett konceptualisering av medarbetarnas ansvar och ansvarstagande i callcenter2005Licentiate thesis, monograph (Other academic)
    Abstract [en]

    Stockhult, H. (2005) Medarbetaransvar – ett sätt att visa värderingar. Enkonceptualisering av medarbetarnas ansvar och ansvarstagande i callcenter.(Employee responsibility – a way of expressing values. A conceptual study ofresponsibility and how it is assumed in call center). Written in Swedish. ÖrebroStudies in Business 1. 219 pp.The focus of this study is on responsibility and how it is assumed in call centers.Call centers have developed during the last few decades and they are representinga new way of providing customer service. In scientific management there is asharp division between the planning and the execution of work. This division isalso very evident in most call centers today. But managers today often implicitlyexpect employees to take responsibility for more than the ascribed work task.The employees also expect a working situation where they are trusted with a lotof opportunities to take responsibility. In the light of these facts, the question thatshould be answered in this study is: In what ways are employees takingresponsibility in the call center organization?The knowledge acquired is based on theoretical assumptions aboutresponsibility. It is assumed that responsibility is partly given to the employee bymanagement, but also assumes responsibility on the basis of other criteria, thatcome from within the individual. The theories of responsibility are used forinterpreting actions in the call center organization. Empirically the study includestwo call center organizations. One of the call centers is mostly selling products orservices for other companies. The other call center is a nordic bank that givessupport to and sells products to the customers of its own.The results from the study confirm that besides the responsibility given bymanagement, the employees assume some other responsibilities that they perceiveas their own, self-imposed, responsibilities as employees. These self-imposedresponsibilities include responsibility for the customer, for the colleagues and foronesself. To assume these self-imposed responsibilities, the employees must tosome extent, act in reverse regarding the responsibilities given by the employer.Another conclusion is that the role of the group manager is important for the callcenter operators’ way of assuming responsibility. The last conclusion is thatalthough employers often state that they want the employee to take personalresponsibility, this favourable attitude does not show in the call center practice.

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    Medarbetaransvar – ett sätt att visa värderingar
  • 5.
    Stockhult, Helén
    Högskolan Skövde, Skövde.
    Nyföretagande och inkubatorverksamhet: En studie av entreprenörers syn på företagande och inkubatorverksamhet2015Report (Other (popular science, discussion, etc.))
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    Nyföretagande och inkubatorverksamhet: En studie av entreprenörers syn på företagande och inkubatorverksamhet
  • 6.
    Stockhult, Helén
    Örebro University, Örebro University School of Business.
    Utvärdering av utvecklingsprojektet: Kompetenslyftet för läkarsekreterare2011Report (Other (popular science, discussion, etc.))
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    UTVÄRDERING AV UTVECKLINGSPROJEKTET: Kompetenslyftet för läkarsekreterare
  • 7.
    Öberg, Christina
    et al.
    Örebro University, Örebro University School of Business. Weaterhead Center for International Affairs, Harvard University, Cambridge Massachusetts, USA; The Ratio Institute, Stockholm, Sweden.
    Klinton, Markus
    Örebro University.
    Stockhult, Helen
    Örebro University, Örebro University School of Business. University of Skövde, Skövde, Sweden.
    Inside the incubator - business relationship creations among incubated firms2020In: Journal of business & industrial marketing, ISSN 0885-8624, E-ISSN 2052-1189Article in journal (Refereed)
    Abstract [en]

    Purpose: Incubators, as providers of advice and resources, suggest fostering the development of early-idea firms. Literature and practice seem to suggest an ever-increasing amount of incubator support. The creation of business relationships is at the heart of any business development, and this paper addresses whether a laissez-faire incubator fosters the creation of business relationships. The purpose of this paper is to explore the creation of business relationships among incubated firms during and after their time in the incubator along with the roles that these relationships play for the incubated firms.

    Design/methodology/approach: Empirically, the paper is based on retrospective interviews with representatives of all incubated firms in a university incubator. A total of fifteen interviews were conducted with representatives of the incubated firms, the incubator and its owners, complemented by secondary data sources.

    Findings: The paper points out three antecedents for business relationship creation: the lack of experience and connections; convenience; and trust based on the interactions with others in the incubator. These antecedents are connected to the roles of transforming businesses and of adaptation in the dyadic relationships. The laissez-faire incubator helped through the learning-by-doing among the incubated firms, which made them focus on business relationship creation from early on.

    Originality/value: Most incubator research portrays the unilateral transfer of knowledge from the incubator to the incubated firm, with the latter being a service taker rather than a co-producer. The paper adds knowledge about business relationships among firms in incubators and the roles that these business relationships could play for the firms. The focus on an incubator providing limited support is of high practical relevance, given the trend of incubators facilitating more and more services.

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