Dr. Michael Rosander is Associate Professor of Psychology. His main research interests are groups in all forms and sizes – processes within and between groups from small workgroups to crowds. In his research there is a focus on different types of workplaces and how different organizational factors affect individuals, work groups and the organization as a whole. An important aspect is to investigate how negative exposures, e.g. workplace bullying, can be understood and prevented. This includes the impact of the organizational and social work environment on the wellbeing of individuals, but also how it affects the organization.

Currently he leads a research projects on workplace bullying in the workplace funded by Forte. In this, data are collected longitudinally on organizational and social work environment, health and various aspects of negative exposures at work from a representative selection from the Swedish workforce. It is part of the overall research project called WHOLE which also includes longitudinal data from different types of organizations.

His research has also covered studies of crowds in connection with demonstrations and sports, parental groups in primary care, leadership at incident sites (cooperation between ambulance, emergency services and police), and PBL groups.

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Rosander, M., Hetland, J., & Einarsen, S. V. (in press). Workplace bullying and mental health problems in balanced and gender-dominated workplaces. Work & Stress.  

Rosander, M. & Blomberg, S. (2022). Workplace bullying of immigrants working in Sweden. The International Journal of Human Resource Management, 33(14), 2914–2938. https://doi.org/10.1080/09585192.2021.1891113

Rosander, M., & Nielsen, M. B. (2022). Workplace bullying and tiredness at work: A cross-lagged prospective study of causal directions and the moderating effects of a conflict management climate. Journal of Occupational Health, 64(1), e12327. https://doi.org/10.1002/1348-9585.12327

Rosander, M., Salin, D., & Blomberg, S. (2022). The last resort: Workplace bullying and the consequences of changing jobsScandinavian Journal of Psychology, 63(3), 124–135. https://doi.org/10.1111/sjop.12794

Blomberg, S. & Rosander, M. (2022). When do poor health increase the risk of subsequent workplace bullying? The dangers of low or absent leadership supportEuropean Journal of Work and Organizational Psychology, 31(4), 485–495. https://doi.org/10.1080/1359432X.2021.2003781


Rosander, M. (2021). Mental health problems as a risk factor for workplace bullying: The protective effect of a well-functioning organizationAnnals of Work Exposures and Health, 65(9), 1096–1106. http://doi.org/10.1093/annweh/wxab040 

Rosander, M. & Nielsen, M. B. (2021). Witnessing bullying at work: Inactivity and the risk of becoming the next target. Psychology of Violence. https://doi.org/10.1037/vio0000406 

Nielsen, M. B., Rosander, M., Blomberg, S., & Einarsen, S. V. (2021). Killing two birds with one stone: How intervening when witnessing bullying at the workplace may help both target and the acting observerInternational Archives of Occupational and Environmental Health, 94(2), 261–273. https://doi.org/10.1007/s00420-020-01575-w


Rosander, M., Salin, D., Viita, L., & Blomberg, S. (2020). Gender matters: Workplace bullying, gender, and mental healthFrontiers in Psychology, 11, 560178.  https://doi.org/10.3389/fpsyg.2020.560178

Blomberg, S. & Rosander, M. (2020). Exposure to bullying behaviours and support from co-workers and supervisors: a three-way interaction and the effect on health and well-being. International Archives of Occupational and Environmental Health, 93(4), 479–490. https://doi.org/10.1007/s00420-019-01503-7


Rosander, M., & Blomberg, S. (2019). Levels of workplace bullying and escalation – a new conceptual model based on cut-off scores, frequency and self-labelled victimizationEuropean Journal of Work and Organizational Psychology, 28(6), 769–783. https://doi.org/10.1080/1359432x.2019.1642874

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