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Employee Profile

Bryndís Dögg Steindórsdóttir

PhD Candidate - Department of Leadership and Organizational Behaviour

Biography

I have a bachelor's degree in Psychology from Reykjavik University. In 2013 I moved to Norway to start my masters study in Leadership and Organizational Psychology, which I graduated from in 2015 from BI Norwegian Business School. Since 2014 I have been working part time for Oslo kommune assisting people With autisme.

Publications

Steindórsdóttir, Bryndís Dögg; Sanders, Karin, Arnulf, Jan Ketil & Dysvik, Anders (2022)

Career transitions and career success from a lifespan developmental perspective: A 15 year longitudinal study

Journal of Vocational Behavior, 140 Doi: 10.1016/j.jvb.2022.103809

We draw on the conservation of resources theory to examine how upward and horizontal career transitions contribute to both objective and subjective career success among a longitudinal sample, covering the first 10 to 15 years of their career. Further, we adopt socioemotional-selective theory to investigate how upward and horizontal career transitions contribute differently to career success from a lifespan perspective. Latent growth curve analysis revealed that increases in upward and horizontal career transitions over time were positively related to increases in objective career success and positively related to subjective career success. As expected, the positive effect of horizontal transitions on objective career success was stronger for younger individuals. Contrary to our expectations, upward transitions had a stronger effect on the objective career success of older individuals. We found no age effects on subjective career success. This study helps to further our understanding of how different types of career movements contribute to career success, and the types of transitions that are important for individuals of different ages.

Steindórsdóttir, Bryndís Dögg; Nerstad, Christina G. L. & Magnusdottir, Katrin Thyri (2020)

What makes employees stay? Mastery climate, psychological need satisfaction and on-the-job embeddedness

Nordic Psychology Doi: 10.1080/19012276.2020.1817770 - Full text in research archive

Job embeddedness was developed as a new perspective to explain employee retention, and recent research has demonstrated its predictive power of voluntary turnover. However, little is known about factors that might influence job embeddedness. The aim of this study was to examine if a perceived mastery climate at work predicts job embeddedness (i.e., links, fit and sacrifice) and whether satisfaction of the needs for autonomy, relatedness, and competence would mediate this relationship. In a survey of 430 employees from six organizations in Iceland and one in Norway, we found that the needs for autonomy, competence, and relatedness mediated the relationship between a perceived mastery climate and the links, fit, and sacrifice dimensions of on-the-job embeddedness. We discuss theoretical and practical implications as well as directions for future research.

Academic Degrees
Year Academic Department Degree
2015 BI Norwegian Business School MSc in Leadership and Psychology
Work Experience
Year Employer Job Title
2017 - Present BI Norwegian Business School PhD Candidate