Organisatoriska mittspelare - Inuti mellanchefers märkliga värld En studie om mellanchefer som lämnar svensk socialtjänst.

This study examines the experiences of former middle managers in Swedish social services regarding their psychosocial work environment, perceived work-related stress, and motives for voluntary turnover. The theoretical framework used in this study is Karasek and Theorell's demand-control-support model and Mintzberg's organizational model, complemented by Cregård’s concept of push and pull factors and the notion of bureaucratization. The study employed a qualitative approach with six semi-structured interviews with former middle managers in Swedish social services. The results indicate that voluntary turnover among middle managers is often driven by a combination of individual and organizational factors. Common motives for voluntary turnover include a desire for new professional challenges, as well as political and organizational factors and demands not aligning with the middlemanager's desired level of workload, areas of responsibility, and expertise, causing them to leave their positions. Results suggest that the middle managers share a broad perception of elevated stress levels as a result of high workplace demands and lack of structural support. A common denominator amongst middle managers is a desire for more structural support within the organization, in order to cope with the high workplace demands and to remain in control of their work situation. The experiences of middle managers highlight a complex interplay between demands, control, and support relative to voluntary turnover, where risk of imbalance could cause a chain reaction, ultimately inflicting negative consequences to those in need of interventions provided by social services.