Going to work or staying at home? How kindergarten stakeholders perceive determinants of job performance, job presence and work health

Abstract

This article describes kindergarten stakeholders' perspectives on determinants of job performance, job presence and work health. A theoretical model was developed and focus groups and interviews were conducted to obtain the stakeholders' perspectives. Employees from four kindergartens located in different municipalities in the southwest of Norway participated in the focus groups (n = 30). The kindergarten leaders were interviewed (n = 4), as were representatives from the Parents' Working Committees (PWCs) (n = 4). Focus group data were transcribed and analyzed by summative content analyses with the assistance of NVivo software. Interviews with the kindergarten leaders and PWC representatives were transcribed, analyzed and discussed in an expert group and then compared with analysis results from the focus groups. Qualitative analyses indicated that data could be categorized into three main subjects: ‘feedback’, ‘coping and motivation’, and ‘communication’. An ePsychology intervention was developed based on the findings.

Keywords::

• Kindergarten staff
• stakeholders' perspectives
• intervention development

Acknowledgements

This research was conducted in affiliation with the UIS Business School at the University of Stavanger and Professor Aslaug Mikkelsen, Professor Mari Rege, and Professor Ola Kvaløy. The ePsychology intervention and a demo version were developed in affiliation with the Norwegian consultation firm Changetech (www.changetech.no).

Notes

^1. In June 2013, one of the larger Norwegian newspapers presented five reasons for the high leave in kindergartens, based on information from the county Rogaland's Revision: (1) lack of personnel and temps, (2) a work environment with physical heavy workloads and high noise level, (3) high exposure to different infections, (4) female-dominated worksite with several employees in maternity leave and (5) high turnover that leads to weaker, or lack of, feelings of job attachment and hence job responsibility (Stavanger Aftenblad, June 06, 2013).

Additional information

Funding

This work was supported by the Norwegian Research Council (SYKEFRAVAER; sickness absence, work and health) [grant number ES504346].