University of Gothenburg
University of Gothenburg
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  4. Lars Göran Wallgren Tengberg

Lars Göran Wallgren Tengberg

Senior Lecturer

Department of
Psychology
Telephone
+46 31-786 42 69
Mail
larsgoran.wallgren@psy.gu.se
Visiting address
Haraldsgatan 1
41314 Göteborg
Room number
516
Postal address
Box 500
40530 Göteborg

About Lars Göran Wallgren Tengberg

Biography

Born 1956 in Gothenburg.

Associate Professor in Psychology 2017, at University of Gothenburg Ph.D. in Psychology 2011, at University of Gothenburg M.Sc. in Psychology, with emphasis in sexology 2018, at University of Gothenburg M.Sc. in Economics and Business administration 2005, at University of Gothenburg

Teaching

Leadership and organizational behaviour Leadership; Attitude; Motivation, Communication Recruitment and Restructuring Supervisor of theses

Research interests

Work motivation, Leadership, Psychosocial work environment

Current research

  1. Self-leadership in theory and practice.
    Self-leadership is a relatively new concept that has become more popular in recent decades. In the 70s, 449 research articles on the subject were published and in 2020 alone, 2029 research articles were published (PsycInfo). There can, of course, be various explanations for the increased interest, such as trends in leadership and work motivation. There may also be deeper explanatory models, such as leadership being adapted based on needs that may arise, such as structural changes and increased complexity in working life. Self-management has also become more relevant in connection with the Corona pandemic and the increased proportion of work that takes place at a distance where the employees' offices have become in the home environment.
  2. Phubbing at work
    A study of mobile behavior in social contexts at work and the impact on social work, engagement, team effectiveness, safety climate, and recovery Exploring teams’ experiences of organizational change
  3. Behavior and organizational change
    Software engineering teams’ are affected by social influence and form their attitudes toward organizational change collectively. Therefore, if software companies are to maintain a high rate of change while simultaneously ensuring healthy stress levels and high motivation among their employees, additional insights into the link between team behavior and organizational change are vital. Thus, the aim of this project is to gain insights into the relationship between software engineering teams’ behavior and organizational change. A collaboration between Saab AB, Chalmers University of Technology and Department of Psychology
  4. Corporate Social Responsibility (CSR) a matter of generational?
    Today, there is increasing pressure on companies to respect human rights, core labor principles and basic environmental standards, regardless of the business they operate. Companies have a social and ethic responsibility - Corporate Social Responsibility (CSR).The main purpose of this study is to examine whether there is a generational difference in motivation regarding CSR.
  5. Misaligned values in software engineering organizations
    Previous studies indicated that differences in shared values between organizational groups adversely affected organizational change. In this final study, we sought more profound insights into the between-group value misalignment. The aim of this project is to examine how discrepancies in values between organizational groups affect software companies’ performance. We also aim to extend the knowledge of organizational values more broadly using an exploratory research approach; accordingly, our secondary objective was to gain general insights into organizational values and how they affect behavior and performance in software companies.

Selected Publications

Lenberg, P., Tengberg, L. G. W., & Feldt, R. (2017). An initial analysis of software engineers’ attitudes towards organizational change. Empirical Software Engineering, 22(4), 2179-2205.

Lenberg, P., Feldt, R., & Wallgren, L. G. (2015). Behavioral software engineering: A definition and systematic literature review. Journal of Systems and Software.

Wallgren, L.G. (2014). High Levels of Work Motivation reduce the Perceived Stress: A Study among Information Technology (IT) Consultants. In M. Khosrow-Pour (ed.), Inventive Approaches for Technology Integration and Information Resources Management (pp. 240-258). Hershey, PA: IGI Global.

Wallgren, L. G. (2013). Theory Y embedded in Theory X: The limited role of autonomy in decreasing perceived stress among IT consultants. International Journal of Human Capital and Information Technology Professionals, 4(4), 1-17

Wallgren, L.G., & Johansson Hanse, J. (2012). A Two-Wave Study of the Impact of Job Characteristics and Motivators on Perceived Stress among Information Technology (IT) Consultants. International Journal of Technology and Human Interaction, 8(4), 74-90

Wallgren, L. G. (2011). Motivation requested - Work motivation and the work environment of IT consultants. Doctoral thesis at the Department of Psychology, University of Gothenburg.

Wallgren, L.G., Leijon, S., & Malm Andersson, K. (2011). IT managers’ narratives on subordinates’ motivation at work – a case study. International Journal of Technology and Human Interaction, 7(3), 35-49.

Wallgren, L.G., & Johansson Hanse, J. (2011). The motivation of information technology consultants: The struggle with social dimensions and identity. Human Factors and Ergonomics in Manufacturing & Service Industries, 21 (6), 555–570.