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Eriksson, Johan. „Work-life balance utifrån ett arbetsgivarperspektiv : Om arbetsgivares arbete och inställning mot work-life balance“. Thesis, Karlstads universitet, Handelshögskolan, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-32298.
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I och med att tid spenderad på arbetsplatsen verkar fortsätta öka blir allt mindre och mindre tid kvar till familj och fritid, eller det som i denna uppsats benämns som övrigt liv. Den vanligaste orsaken till att en individ upplever obalans är att arbetssfären är för dominerande och lämnar kvar för lite tid till övriga sfärer. Därför har syftet i denna uppsats varit att öka förståelsen för hur och varför olika arbetsgivare arbetar med work-life balance samt att ta reda på vad de har för inställning gentemot begreppet. Med andra ord ville jag förutom att ta reda på deras inställning även ta reda på vilka olika sätt arbetsgivare arbetar med work-life balance på och vilka nyttor de såg i att göra detta. Detta gjorde jag genom att ta del av litteratur och forskning som berör ämnet work-life balance utifrån ett arbetsgivarperspektiv. Dessutom tog jag del av forskning rörande områden som tillgänglighet och flexibilitet och inte minst kommunikationsteknologi. Själva undersökningen var av en kvalitativ art där jag intervjuade sex respondenter från sex olika organisationer. Samtliga respondenter valdes utifrån uppsatta kriterier där jag ville att respondenten skulle ha personalansvar eller personalinsyn samt ha varit anställd minst ett år på organisationen. Undersökningens resultat visar att samtliga organisationer tycker att work-life balance är en viktig fråga. Dessutom verkar de ta på sig visst ansvar för individernas work-life balance, då de menar att det är en gemensam angelägenhet för organisation och individ. Således ses inte work-life balance som individens ensamma problem. Anledningar till att arbeta med work-life balance visade sig bland annat beröra rekrytering, där arbetsgivarna menade att det organisatoriska arbetet med work-life balance kan attrahera nya medarbetare. Arbete med work-life balance beskrevs som ett konkurrensmedel som dessutom har ett starkt samband med att vara en attraktiv arbetsgivare. Vidare anledningar till att arbeta med work-life balance visade sig ha med individens välmående och prestanda att göra. Arbete med work-life balance kunde dessutom enligt arbetsgivarna medföra att de anställda mår bättre och att exempelvis sjukfrånvaro och sjukskrivning kan undvikas. Vad gäller hur organisationerna arbetar med work-life balance handlar det helt klart främst om flexibilitet, där just arbetsarrangemanget flextid visade sig vara klart dominerande. Distansarbete som heltidslösning visade sig vara ovanligt och arbetsgivarnas inställning gentemot detta arbetsarrangemang visade sig vara mycket negativ. Inte heller var deltidsarbete en uppskattad arbetsform då arbetsgivarna menade att deltidsarbete är sämre än heltidsarbete. Vad gäller arbetsdelning visade sig detta arbetsarrangemang endast tillämpas av några organisationer och i princip vara helt okänt hos andra. Vad gäller tillgänglighet visade sig kraven variera mellan och inom organisationerna. Tillgänglighetskraven hänger tätt samman med vilket yrke individen innehar. Organisationer arbetar inte särskilt mycket med begränsningar av användandet av kommunikationsteknologi utanför arbetstid då inte en enda organisation hade några formella bestämmelser avseende detta. Slutligen tyckte arbetsgivarna att en förmån som facilitet för barnomsorg i anslutning till arbetsplatsen kan vara en god idé för såväl arbetstagare som arbetsgivare, men ingen organisation visade sig erbjuda detta för närvarande.
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Gabayi, Simiselo Albert. „The role of organisational culture in fostering work life balance in business and private banking“. Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/15204.
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The current socio-economic climate has induced stress on organisations and employees, since they are expected to double their efforts with limited resources. Organisational culture poses a challenge to employees, especially in a high-pressure environment. A highly competitive environment demands organisations that have the ability to change constantly to ensure sustainability. This has resulted in employees feeling that organisational culture has changed to that of sales culture with disregard for people resulting in a lack of work-life balance (WLB). This study intends to contribute to developing a framework of how organisational culture could support work-life balance. When negative in nature, organisational culture can impact negatively on organisational performance and quality of work-life causing best workers to leave. The problem identified by this study is a poor organisational culture in banking that may discourage work-life balance practices. When an organisations’ primary focus is on sales and less on people, this leads to work-life imbalances. A comprehensive questionnaire was developed for this study to establish the perception of employees towards organisational culture and work-life as an aspect of employee wellness. The total sample was forty-four (44) respondents who are from business and private banking space of the four major banks. The results showed that the type of organisational culture that is prevalent in business and private banking is a combination of market and hierarchy culture. Job satisfaction is also positively correlated to organisational culture. Management must ensure that the workforce is satisfied in order to create a positive culture. A positive organisational culture has a positive influence on employees, attaining the desired work-life balance in business and private banking space.
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Zeiselmeier, Barbara, und Leonie Bartz. „Perspectives on the compatibility of work and private-life : A qualitative study of managers' work-life balance in the Swedish retail sector“. Thesis, University Pforzheim, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-3176.
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Sandberg, Lina. „Att hitta balansen mellan arbete och privatliv : En intervjustudie med arbetande kvinnliga föräldrar“. Thesis, Högskolan i Gävle, Psykologi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-32343.
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Syftet med denna studie var att undersöka kvinnliga föräldrars allmänna upplevelse av sin arbetssituation och balans mellan arbete och privatliv samt om upplevelsen förändrats efter genomgången utbildning i personlig effektivitet ”Arbeta Smartare”. Ett ytterligare syfte var att undersöka vilka förbättringsmöjligheter och begränsningar respondenterna kunde identifiera för att möjliggöra ett föräldravänligt arbetsliv. Semistrukturerade intervjuer med sju respondenter med hemmavarande barn under 12 år, anställda på en stor statlig myndighet, analyserades enligt induktiv tematisk analys som genererade fyra huvudteman: Flexibilitet genom förtroende, Aspekter av betydelse för balans mellan arbete och privatliv, Förändringar efter utbildning ”Arbeta Smartare” och Möjliga förändringar och hinder med tillhörande underkategorier. Resultatet visade att utbildningen bidragit till bättre arbetsstruktur, men att dess påverkan på balansen mellan arbete och privatliv upplevdes som liten. Gällande förbättringsmöjligheter och begränsningar framfördes önskemål om ökade planeringshänsyn, tydligare riktlinjer, bättre fördelning av ansvaret i hemmet och möjlighet till friskvård.The purpose of this study was to examine female parents´ general experience of their work situation and work-life balance and whether the experience changed after undergoing training in personal efficiency "Work Smarter". A further aim was to investigate what opportunities of improvement and limitations the respondents could identify, in order to enable a parent-friendly working life. Semi-structured interviews with seven respondents, with children under 12 years of age living at home, employees of a large state agency, were analyzed according to inductive thematic analysis, which generated four main themes: Flexibility through trust, Aspects of importance for work-life balance, Changes after training ”Work Smarter” and Possible changes and obstacles, with associated subcategories. The results showed that the training had contributed to a better work structure, but that its impact on the balance between work and private life was perceived as small. With regard to improvement opportunities and limitations, requests were made for increased planning considerations, clearer guidelines, better division of responsibilities in the home and exercise possibility. Title: Finding work-life balance. An interview study with working female parents.
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Hedlund, Daniel, und Karl Kegö. „Upplevelser av WLB - arbetsrelaterad kommunikation på fritiden och privat kommunikation under arbetstid“. Thesis, Högskolan i Gävle, Avdelningen för arbetshälsovetenskap och psykologi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-32722.
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Syftet med undersökningen var att undersöka hur arbetsrelaterad kommunikation utanför arbetstid samt privat kommunikation under arbetstid upplevs påverka tjänstemäns WLB. Studien genomfördes genom en kvalitativ metod där åtta semi-strukturerade intervjuer genomfördes med anställda på ett företag i Mellansverige. För att analysera materialet användes en induktiv tematisk metod. Utifrån resultatet hittades tre teman: Diffus gränsdragning mellan arbetsliv och privatliv (underteman Vilja att vara informerad samt Flexibilitet), Strategier för att begränsa sin exponering för arbetsrelaterad kommunikation och Privat kommunikation under arbetstid. Resultatet visade att arbetsrelaterad kommunikation utanför arbetstid möjliggör en god balans i skärningspunkten mellan respondenternas privatliv och arbetsliv förutsatt att kommunikationen kunde begränsas att inte störa familjelivet. Privat kommunikation under arbetstid hjälpte respondenterna att känna sig uppdaterade om vad som sker i privatlivet vilket hjälper till att skapa en god WLB hos respondenterna förutsatt att kommunikationen inte var för intensiv.This study focused on individual experiences of work-life balance as it related to white-collar workers occurrence of work-related communication outside of regular office hours and communication from the outside world during the workday. The study was conducted using a qualitative method, eight participants participated in a semi-structured interview that focused on their individual experience of work-life balance. All participants worked at a company based in Sweden. The material was analyzed using an inductive thematic method. From the results three themes were constructed: Blurred lines between working-hours and private life (with Desire to stay informed and Flexibility as subheadings). The other two themes were: Strategies to limit exposure to work-related communication outside working-hours and Private communication during the workday. The results showed that work-related communication outside of regular working-hours improved the respondents work-life balance provided the communication could be controlled to not interfere with family-related responsibilities. Private communication during work hours created a sensation of feeling informed of the happenings in the respondents private-life which helped with their work-life balance provided the communication was not too intense.
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Davidsson, Julia, und Olivia Remmerth. „Förhållanden mellan privat användning av ICT på arbetet, work-life balance och produktivitet“. Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-15227.
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Användningen av ICT (Information and communication technology) är något som har ökat de senaste åren och mycket av kommunikationen, både privat och arbetsrelaterad, sker idag digitalt. Denna användning har gjort att gränserna mellan arbete och fritid har suddats ut (Cöster & Westelius, 2016). Den arbetsrelaterade användningen kan påverka fritiden i stor omfattning, vilken kan leda till överbelastning och stress (Gulliksen, Lantz, Walldius, Sandblad & Åborg, 2015). Den privata användningen kan å andra sidan påverka arbetet, vilket vissa tror kan leda till en försämring av produktiviteten, och därför har förbud mot privat ICT-användning införts på vissa arbetsplatser (Steen, 2014; Ehrlin & Wengberg, 2014). Det finns dock studier som visar att den privata användningen av ICT kan ha positiva effekter på work-life balance (WLB) (Sayah, 2013) och produktivitet (Nduhura & Prieler, 2017). Det finns däremot ingen studie som har försökt koppla ihop samtliga tre delar (ICT, WLB och produktivitet), för att se hur de samspelar. Problemet med denna kunskapslucka är att man då inte vet hur eventuella åtgärder mot privat ICT-användning, i syfte att förbättra produktiviteten, påverkar WLB och vice versa, vilket därmed skulle kunna leda till oönskade effekter. Det denna studie ämnade undersöka var därför hur privat användning av ICT, WLB och produktivitet, samspelar och förhåller sig till varandra. Frågeställningen besvarades med kvalitativ metod, via intervjuer med tolv arbetstagare inom kommunal verksamhet. Studien visade att den privata ICT-användningen kan skapa en större trygghet och flexibilitet, då arbetstagarna kan hantera privata ärenden och relationer även under arbetstid, vilket leder till en bättre WLB. Det finns dock flera variabler som påverkar detta förhållande, såsom personliga preferenser, yrke och personer i omgivningen. När det gällde produktivitetspåverkan sågs både positiva och negativa effekter. De negativa effekterna som nämndes var att det tar tid och fokus från arbetet. De positiva effekterna påminde mer om den påverkan ICT-användningen har på WLB, det vill säga arbetstagarna menade att de via en större trygghet och nåbarhet, även förbättrar sin produktivitet. Därmed drogs slutsatsen att den förbättrade produktiviteten, som en följd av privat ICT-användning under arbetstid, är en indirekt effekt av en förbättrad WLB. Denna effekt varierade beroende på familjesituation. Arbetstagare med yngre barn upplevde större positiva effekter på produktivitet, jämfört med arbetstagare utan barn, eller med äldre barn.The use of ICT (Information and communication technology) has been increasing the last couple of years, and a huge part of today's communication is digital, either for private use or related to work. This type of use has made the borders between work and non-work/spare time less visible (Cöster & Westelius, 2016). The use related to work can affect the spare time to a large extent, which in turn can cause stress overload (Gulliksen et. al., 2015). Private use of ICT can have effects on work as well, and some claim that it can reduce workplace productivity (Steen, 2014; Ehrlin & Wengberg, 2014). There are however studies showing that private use of ICT at work can have a positive impact on WLB (work-life-balance) (Sayah, 2013) and productivity (Nduhura & Prieler, 2017). On the other hand, no study has attempted to connect all three parts (ICT, WLB and productivity), to understand the interplay between them. The issue with this gap of knowledge is the uncertainty of how eventual measures against private ICT-use, aiming to improve productivity, affects WLB and vice versa, possibly leading to negative impact. Therefore, this study intents to investigate the interplay between private use of ICT, WLB and productivity, and the relations between them. To answer the issue a qualitative method was used consisting of twelve interviews with employees working in the public sector. This study shows that private use of ICT could create a greater security and flexibility, as the employees are able to handle personal matters and relations during workhours, leading to improved WLB. There are however several variables influencing the outcome, such as personal preferences, career and persons in the surroundings. When it came to effects on productivity, both positive and negative effects were found. ICT-use being time consuming and stealing focus from work were mentioned as negative effects on productivity. Positive effects were more similar to the impact ICT-use has on WLB, such as employees feeling more secure due to being easier to reach, which in turn improves productivity. The conclusion drawn from this was that improved productivity, as a consequence of private use of ICT during workhours, is indirectly an effect of improved WLB. This effect could vary depending on family situation. Employees with younger children experienced greater positive effects on productivity, compared to employees with no children, or with older children.
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Cioffi, Daryl. „College President Perceptions of Personal Wellness| Exploring "Well-ish" and the Work-Life Balance of Mid-Career Private College Presidents“. Thesis, Johnson & Wales University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10746629.
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Leadership has entered an age of chronic unrest. Scholars have emphasized the impact of healthy and effective leaders on organizations (Crother-Laurin, 2006), yet recent studies reveal high stress and burnout in the contemporary workplace (Walsh, 2005, 2013). The academy faces their own organizational challenges, (Archibald & Feldman, 2010) calling into question the health and effectiveness of leaders, especially at the presidential level (Duderstadt, 2010). While the study of college president wellness has been explored through multiple lenses (McNair, Duree, & Ebbers, 2011; Tekniepe, 2014; Walker & McPhail, 2009), some researchers highlight the unique needs of mid-career presidents of private institutions. To date, minimal research has been conducted on wellness for this population. Using the presidential office as the pivotal point of inquiry, this qualitative interpretive constructivist study sought to answer the following research questions: RQ1: How do mid-career college presidents perceive personal wellness? • RQ1a: What value does wellness play in the lives of mid-career presidents? • RQ1b: How do mid-career college presidents apply wellness techniques in their lives? • RQ1c: Have these wellness practices changed throughout their time as president?
Interviews with (N = 10) mid-career private college presidents were conducted, as well as an (N = 1) elite interview with an executive coach. These data were analyzed using Giorgi’s (2009) analytical strategy. Interview observation data and document analyses of various institutional documents (websites and presidential social media) supplemented the data set. Boyatzis’ (1998) data analysis strategy was applied to observation and document data. Hettler’s (1976) six dimensions of wellness were used to guide study design, develop instrumentation, and contextualize the definition of wellness used in this study. Five themes emerged from this study: mid-career college presidents identified the continuous challenges of their position, transitional issues and the need to mitigate stressors, their conscious acknowledgement of wellness, their need for social connections and family, and their efforts to pursue personal wellness in a taxing environment. These findings highlight the complexities of the mid-career college president’s quest for personal wellness. This study may assist academic leaders and board members with the knowledge to develop programs and resources for presidents, supporting wellness for future leaders.
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Eriksson, Jessica, und Nina Matkovic. „Distansarbetet, det nya normala : Distansarbetets påverkan på arbetsmotivation & balansen mellan arbetsliv och privatliv“. Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-20076.
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Problembakgrund: I början av år 2020 började viruset Covid-19 spridas runt om i världen och i mars år 2020 klargjorde världshälsoorganisationen att vi befinner oss i en pandemi. Allt fler organisationer började med distansarbete som ett sätt att ta sitt ansvar för att försöka minska smittspridningen på arbetsplatser. Svårigheter kan uppstå med att motivera arbetstagare under den rådande situationen. Arbetsmotivationen samt distansarbetet kan komma att påverka både chefer och medarbetares balans mellan arbetsliv och privatliv. Syfte: Syftet med studien är att beskriva och analysera hur chefer och medarbetarnas arbetsmotivation påverkats av distansarbetet samt hur de hanterar balansen mellan privatliv och arbetsliv. Metod: Studien är baserad på en kvantitativ metod med en deduktiv ansats. Datainsamlingen har skett genom en webbaserad enkätundersökning besvarad av 219 st respondenter som arbetar på distans. Resultat: Distansarbetet har mestadels en positiv påverkan på arbetsmotivationen hos chefer och medarbetare som har deltagit i denna enkätstudie. Balansen mellan arbetsliv och privatliv har fungerat bra för många av de som arbetar på distans. Gränsen mellan privatlivet och arbetslivet kan lätt bli suddig när arbetstagare arbetar hemifrån. Majoriteten ansåg att en variation mellan att arbeta på arbetsplatsen och hemifrån skulle vara mest optimalt.Problem: In the beginning of 2020, the Covid-19 virus began to spread around the world and in March 2020 the World Health Organization made it clear that we are in a pandemic. More and more organizations started with teleworking as a way of taking responsibility and trying to reduce the spread of infection in workplaces. It can be difficult for a company to motivate employees, especially in the current situation, work motivation and teleworking can affect both managers and employees' balance between work and private life. Purpose: The purpose of the study is to investigate how work motivation is affected by telework and how workers who work remotely handle the balance between private life and work life. Method: The study is based on a quantitative method with a deductive approach. The method that was used was a web-based survey answered by 219 respondents who work remotely. Results: Teleworking has mostly a positive impact on the work motivation of managers and employees who have participated in this survey. The balance between work and private life has worked well for many of those who work remotely. The boundary between private life and working life can easily become blurred when managers and employees work from home. The majority considered that a variation between working in the workplace and away from home would be most optimal.
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Bergkvist, Sofia. „"Det är lite ge och ta" : En kvalitativ studie om Work-Life Balance och utförandet av privata angelägenheter på arbetstid“. Thesis, Karlstads universitet, Avdelningen för arbetsvetenskap, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-13551.
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Syftet med denna undersökning är att öka förståelsen för hur anställda balanserar arbete och övrigt liv med fokus på de privata angelägenheter som görs på arbetstid. Jag vill ta reda på hur de anställda rättfärdigar dessa handlingar och även undersöka om det finns skillnader mellan män och kvinnor när det gäller vad man gör av privat karaktär på arbetstid och uppfattningen kring det. Teoriavsnittet utgörs av i huvudsak två teman. Det ena temat är Work-Life Balance och tar upp bakgrund till fenomenet, konflikter mellan livets sfärer, de alltmer oklara gränserna mellan arbete och övrigt liv samt ett avsnitt om uppdelningen av hushållssysslor i ett förhållande. Det andra temat berör utförandet av privata angelägenheter på arbetstid och behandlar forskning kring detta ämne samt teoretiska förklaringar kring detta beteende. Utgångspunkten är att dessa två fenomen hänger samman och påverkar varandra. Jag har valt en kvalitativ ansats och genomfört åtta intervjuer med lika många män som kvinnor för att kunna se om det finns några skillnader mellan könen. Analysen av resultatet visar att respondenterna utför privata angelägenheter på arbetstid till stor del för att kunna utnyttja tiden och göra saker när de passar bäst. Det kan handla om att ringa telefonsamtal för att det måste ske under dagtid, ta en extra lång lunch för att hinna gå till frisören eller att läsa privata mail på arbetstid. De privata ärendena rättfärdigas genom ett rättvisetänkande, att man tycker att det är okej att eftersom man har jobbat hemma. Respondenterna menar också att eftersom arbetsgivaren är beroende av att de anställda har en tillfredsställande balans utanför arbetet känns det okej att göra vissa privata saker under arbetstiden. Många menar också att det blir ett sätt att öka koncentrationen och därmed göra bättre arbetsprestationer. Vad gäller skillnader mellan män och kvinnor kunde jag inte finna några tydliga skillnader. Dock finns vissa tendenser till skillnader då det oftast verkar vara kvinnan som är den som är projektledaren och har lite mer koll i familjen och därmed har ansvar för att till exempel vissa samtal behöver ringas under arbetsdagen.
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Bejersten, Roxana. „Mamma och chef : Kvinnors upplevelse av karriärutveckling på grund av vård av barn“. Thesis, Mälardalens högskola, Hälsa och välfärd, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-55081.
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Idag är 45 procent av den arbetande befolkningen kvinnor. Dock harandel kvinnor i chefspositioner inte ökat. Detta eftersom kvinnor ihögre utsträckning avbryter karriären av familjeskäl. Studienundersökte om kvinnor upplevde att barnafödande och jämställdfördelning av ansvaret i hushållsarbete och barnomsorg haftinverkan på karriärutveckling. Undersökning har utgångspunkt i tvåområden; hemmet och arbetsliv. Kvalitativa intervjuer med åttakvinnor var grunden för datainsamling. Respondenterna hade enledande- eller chefsposition. Resultatet av en tematiskinnehållsanalys visade att ett jämställt hem med lika ansvar kan bidratill kvinnors karriärsutveckling. Respondenterna ambitioner omhögre lön och bättre arbetsposition ersattes med önskan om flexiblaarbetstider och möjligheten att jobba hemma vid behov efter de fickbarn. Statistiken som visar att ojämn fördelning avföräldraledigheten skulle ha en inverkan i kvinnors karriärutvecklingkan inte bekräftas i denna studie. Studien lyfter fram jämställdhetmellan könen genom att se på arbetsfördelningen i hemmet.Keywords: career, female managers, work and private life balance,home responsibility, equality
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Sandberg, Elin, und Evelina Spännar. „"Är det ens en privat angelägenhet?" : En studie om utförande av privata angelägenheter under arbetstid inom restaurangbranschen“. Thesis, Karlstads universitet, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-67539.
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Vår studie handlar om utförandet av privata angelägenheter under arbetstid. Syftet med studien är att skapa en förståelse för utförandet av privata angelägenheter under arbetstid inom restaurangbranschen. Frågor som vad de anställda sysslar med på arbetstid och hur de hanterar privata angelägenheter framför gäster kommer besvaras. Även varför respondenterna utför privata angelägenheter kommer att undersökas. Restaurangbranschen är speciellt intressant att undersöka då ständig kundkontakt förekommer. Servitriser och servitörer deltar i undersökningen då dessa har daglig kontakt med kunder och vi vill undersöka vilka och varför de utför privata angelägenheter dels framför gäster. Tidigare forskning har undersökt utförandet av privata angelägenheter i andra miljöer som kontor men vi anser att vidare studier om serviceyrken behövs.I teoriavsnittet finns relevanta teorier kopplade till utförandet av privata angelägenheter under arbetstid. Teorier om work-life balance, digitalisering, organisationskultur och neutraliseringstekniker etc. Sex respondenter, blandat servitriser och servitörer från olika företag deltar i undersökningen. Vi har valt att göra en kvalitativ undersökning med intervjuer som insamlingsmetod. Svar från intervjuer jämfördes med teorier och en analys växte fram. Analysen mynnade ut i svar till våra frågeställningar och det framkom att det vanligaste våra respondenter ägnar sig åt när det gäller privata angelägenheter under arbetstid är mobilen, dator och olovliga pauser. Det kan handla om sms, telefonsamtal, spel på mobilen, surfa och ägna sig åt sociala medier. Varför våra respondenter utför privata angelägenheter är dels för att få ihop arbete och fritid, alltså att ha ett fungerade work life-balance, för att det är okej inom organisationen och för att de behöver en paus i arbetet. Vidare visar det sig att respondenterna använder sig av olika tekniker för att rättfärdiga sitt beteende kring utförandet av privata angelägenheter. Vissa respondenter tycker att de förtjänar att ägna sig åt annat än arbete för de jobbar så hårt, andra förhåller sig till hur mycket kollegorna arbetar och gör inte mer eller mindre och då kan utrymme för privata angelägenheter finnas. Respondenterna berättar även att de utför privata angelägenheter framför gäster. De använder mobil och dator framför gäster men i kontrast till det beteendet vill respondenterna även agera professionellt i yrkesrollen och framför gästen. Slutsatserna som kunde dras var bland annat att mobilen är den absolut största faktorn till att privata angelägenheter utförs. Vanligt förekommande var att datorer och annan elektronisk utrustning användes för att svara på privata samtal, spela spel eller skicka e-mail. Det framkom att organisationskultur, sättet att leda personalen samt work life balance var faktorer som svarade på varför privata angelägenheter utförs. Det framkom även att medarbetarna rättfärdiga sitt beteende genom att förminska, normalisera eller jämföra arbetsprestationer sinsemellan.
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Artan, Josefine, und Julia Gjedsted. „"Det är en livsstil att vara ledare" : Kvinnliga chefers upplevelser av balansen mellan chefskap och hemmaliv“. Thesis, Karlstads universitet, Handelshögskolan (from 2013), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-85128.
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Having a managerial position and being a woman at the same time can amount to certain problems. Women often have the main responsibility in the houshold whilst also maintaining a great extent of responsibility in the worklife. High demands on the individual in both spheres can make the perceived balance between work life and private life fragile and create difficulties for the individual to achieve balance between the two spheres. To have a great responsibility at the workplace also entails a requirement of accessibility and this requirement could intrude on the perceived balance between work life and private life. This paper examines two main questions: How can the perceived balance between work life and private life be portrayed among female managers? How may the perceived balance differentiate between work life and private life among women in leading positions since they became managers? The theoretical frame of reference form the basis of the study and addresses theories on work-life balance, gender studies and management studies. The study was carried out by using a qualitative method and utilized interviews as the main method for data collection. Ten female managers have participated in the survey. These respondents were selected according to set criterias: to be a female in a leading position working in the public sector. The results show that female managers have great experiences of work-life balance. The perceived balance between work life and private life was based on four different points: the importance of having the ability to keep work life and private life separate, flexibility in the profession, support from your surroundings and time for yourself. The results also show that the balance between work life and private life is something that could be affected by the profession itself. The female managers argue that the managerial position offers a type of freedom which makes them perceive their experience of work-life balance as better in the managerial position than before they became a manager.
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Yde, Sofie, und Karlsson Amelia. „Skulle jag räkna på hur mycket jag jobbar, så skulle ni bli deprimerade - En studie om uppfattningar av flexibelt arbetssätt hos fastighetsmäklare“. Thesis, Malmö universitet, Fakulteten för kultur och samhälle (KS), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-22254.
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Genom en kvalitativ metod och med en induktiv ansats undersöker denna studie uppfattningar av flexibelt arbetssätt hos fastighetsmäklare. Studien avser att uppnå förståelse för hur gränsdragningen mellan arbete och fritid hanteras inom det flexibla arbetssättet. Studiens empiriska material består av individuella intervjuer av fastighetsmäklare, detta för att få tillgång till personliga reflektioner kring flexibilitet och gränsdragning. Sammantaget resulterar studien i att ett flexibelt arbetssätt kan leda till stora fördelar för medarbetare och arbetsgivare i form av hög produktivitet och stimulans men också för balansen mellan fritid och arbete. Dock finner studien indikationer på att det flexibla arbetssättet även för med sig ökade krav i form av ständig tillgänglighet, vilket kan leda till ohälsa hos medarbetarna. Studien visar även att gränsstrategin för att upprätthålla balans mellan fritid och arbete beror på individuella preferenser.
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Nováková, Nikola. „Harmonizace práce a rodinného života u žen zaměstnankyň a podnikatelek“. Master's thesis, Vysoká škola ekonomická v Praze, 2015. http://www.nusl.cz/ntk/nusl-205603.
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The aim of this thesis is to gather data within the harmonization proces between work and family life at addressed families where is the woman´s role either an employee or businesswoman. The theoretical part deals with aspects which help women with easier harmonization between two lifes areas - work and family. Specifically, this part deals with various forms of child care and types of financial support provided by the state. The thesis also solves the forms of flexible working hours, with emphasis on their current use across the European Union countries. The practical part is focused on mapping strategies in addressed families with a woman who is in labour-law relation and families with a businesswoman. For these purposes were chosen families (men and women) with which we were making inteviews and questionnaires focused on the time allocated to various tasks in one day.
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Cosme, Inês Alexandra Silva. „Impactos e estratégias organizacionais de conciliação da esfera profissional e privada no emprego em regime de turnos : a dualidade de generos“. Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/12885.
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Mestrado em Gestão de Recursos HumanosO tema escolhido para a realização do Trabalho Final de Mestrado em regime de Dissertação prende-se com “Impactos e estratégias organizacionais de conciliação da esfera profissional e privada no emprego em regime de turnos – a dualidade de géneros”. Neste âmbito é impreterível estudar o binómio trabalho-família para perceber como é feita a conciliação entre a esfera privada e a esfera pública. Numa abordagem mais específica, será estudado como surge esta conciliação entre os trabalhadores em regime de horário de turno. É relevante analisar a diferença de géneros no âmbito da conciliação, principalmente as circunstâncias exigidas a ambos os sexos, sendo necessário investigar se os impactos que o trabalho por turnos poderá trazer ao binómio diferem na dualidade de géneros, prendendo-se com as exigências da esfera privada e profissional de cada género. Seguidamente, é necessária uma interpretação à luz das estratégias e políticas organizacionais que estão ao dispor das organizações para lidar com a conciliação trabalho-família, com o objetivo de perceber a aplicabilidade e relevância das mesmas quando se trata de trabalhadores em regime de turnos.
The theme chosen to accomplish this thesis concerns “Impacts and organizational strategies of work-life balance on shift work – the duality of genres”. In this scope it is imperative to study the binomial work-family in order to understand how the reconciliation between private sphere and public sphere is done. In a more specific approach, it will be studied how does this conciliation appears among shift workers. It is relevant to assay the difference between genres under this conciliation, mainly the circumstances demanded to both genres, being necessary to investigate whether the impacts on shift workers differ in the duality of genres, linking it with public and private spheres demands. Lastly, it is required an interpretation according to the organizational strategies and policies available to organizations in order to them to be able to handle the work-life balance, with the aim to realize the applicability and relevance of them when it comes to working in shifts.
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Kvasničková, Katarína. „Work-Life Balance“. Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-113290.
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The diploma work addresses the Work-Life Balance concept and identifies the various tools that can help to successfully balance work and personal life. Alternative work arrangements and the actual implementation in the Czech Republic and abroad are introduced. It focuses on the availability of child care facilities, maternity and parental leave and on the reintegration of parents into the work process. The analytical part examines the extent of the support offered by financial institutions for the harmonization of work and personal life. Programmes from selected institutions are presented as well as an analysis of employee job satisfaction in these companies conducted via a survey.
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Tučková, Marianna. „Work-Life Balance“. Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-199284.
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The subject of this thesis is Work-Life Balance - the reconciliation of professional and personal lives. The primary objective of this work is to analyze employee satisfaction in achieving a balance between the professional and personal life and to develop recommendations for employer on that basis. The theoretical portion of this work defines the issues surrounding Work-Life Balance and tools that employees can use to harmonize the two with an analysis of applications in the Czech Republic and across the European Union. The practical portion of the study analyzes employee satisfaction in real-world cases. On the basis of both components, the study offers recommendations for policy improvements to foster better Work-Life Balance.
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Kuboušková, Hana. „Analýza příjmové nerovnosti pohlaví“. Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-124661.
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Diploma thesis is focused on understanding the causes of gender pay gap, especially in connection with parenthood and related differences between male and female qualification- and career development and their respective time schedule. Using statistical methods and software instruments Statgraphics and Microsoft Excel the thesis attempts to describe the influence of parenthood and other significant factors such as age, education, occupational status or work field on economic activity and total personal income with respect to gender pay gap.
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Wieckowska, Ewelina, und Markus Sandberg. „Work-life balance hos ambulanspersonal : Hur ambulanspersonal upplever och hanterar work-life balance“. Thesis, Karlstads universitet, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-73184.
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Ydergren, Jan, und Oscar Ericson. „Work-life balance och verkstadschefer“. Thesis, Högskolan Väst, Avd för psykologi och organisationsstudier, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-4498.
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En hel del tidigare forskning tyder på att ha en balans mellan arbetsliv och privatliv är viktigt för att uppleva ett psykiskt välmående samt för att kunna prestera bra på arbetsplatsen. Då verkstadschefer på ett industriföretag genomgår ett stort förändringsarbete undersöktes hur fem manliga chefer upplevde sin balans mellan privatliv och arbetsliv. Delsyften med studien var att undersöka hur chefens roll i privatlivet påverkade balansen, i vilken grad stöd hemifrån påverkade balansen samt vilka konsekvenser en balans eller konflikt skulle kunna få. Studien genomfördes kvalitativt, med en semistrukturerad intervjuguide, där samtliga respondenter var påverkade av förändringsarbetet. Resultatet visade att det fanns verkstadschefer som upplevde en konflikt mellan arbetsliv och privatliv men även de som upplevde en balans. Gemensamt upplevde samtliga chefer att de ojämna arbetspucklarna, som uppstod i högre grad med anledning av förändringsarbetet, var påfrestande samt påverkade work-life balance negativt. Dessa arbetspucklar medförde minskad kontroll för att hantera arbetskraven. Något som cheferna upplevde frustrerande var att de har begränsade möjligheter att leva upp till kravbilden eftersom resurser och befogenheter saknades. Vidare visade studien att förhållandet cheferna hade hemma med olika krav beroende på vilken livsfas de befann sig i, hade en mycket stor påverkan på deras upplevda work-life balance.Previous research suggests that to have a good relationship between work and private life it is important to experience a-good mental health and success at work. The industrial managers’ in this study were undergoing a major change at their workplace and this study found examined how five male managers’ perception of their work-life balance. One of the aims of this study was to examine how the managers’ roles at home affects work-life balance (WLB), to what degree support at home affects WLB, and the impact that a balance or a conflict could have. The study was conducted qualitatively with a semi-structured interview guide and every manager was affected by the change at the workplace. The results showed that some of the managers were experiencing work-life conflicts where others were on the other hand experiencing a good WLB. The most common reason for feeling conflict between work-life was the uneven amount of workload, which occurred to a greater extent due to the change. These periods of uneven workload caused the managers to feel less control. One of the things that caused the managers to feel frustration is that they had limited resources and authority to handle the demands at work. The situation at home also had a very big impact on whether the managers’ experienced a good WLB or not.
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Hallenberg, David, und Viktor Söderlund. „Work-life balance och arbetstillfredsställelse : Relationen mellan work-life balance och arbetstillfredsställelse hos distansarbetare och kontorsarbetare“. Thesis, Högskolan i Gävle, Avdelningen för arbetshälsovetenskap och psykologi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-36499.
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Abstract The purpose of this quantitative study was to find out how employees self-evaluate work-life balance and their job satisfaction. The participants were divided into two groups, “remote workers” and “office workers.” A comparison was made between the two groups regarding their work-life balance and job satisfaction. Apart from this, a second purpose of the present was to investigate whether there was a relation between work-life balance and job satisfaction of the organisation’s remote workers and office workers. The Minnesota Satisfaction Questionnaire (MSQ) and Questionnaire for SelfAssessing Your Work-Life Balance were used. Also included were three background questions, 45 questions and 20 claims. There were 39 responders (office workers = 15; remote workers = 24). The result of the study showed no significant difference between the two groups regarding their work-life balance or their job satisfaction. However, results showed there was a significant positive correlation with work-life balance and job satisfaction for remote workers. The results of this study could be explained by the fact that all the participants worked at the same organization and had similar tasks.
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Waumsley, Julie A. „Work-life balance : a psychological perspective“. Thesis, University of Kent, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.418540.
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Letsch, Thomas. „Rechtliche Aspekte von Work-Life-Balance“. Bern : Stämpfli, 2008. http://www.uni.recht.ch/uni/lpext.dll/uni/ebook/Dissertation/SSA/SSA67/inhssa67?f=templates&fn=index.html&2.0&vid=10.1082/Deu.
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Råsbrant, Tika. „Employees’ experiences of work-life balance“. Thesis, Södertörns högskola, Sociologi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-30983.
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In recent years, the interest in work-life balance within organizations has increased to a great extent due to the high technology development such as smartphones, laptops, tablets etc. The existing high technology work equipment has generated a possibility for employees to be more available and work more if needed and expected by the employer. The extended availability has caused a lot of employees to increase their working time, which in turn has induced increased stress and pressure (Yarnall, 2008, 121). The consequences have led to that the dichotomy work-life and private life adopts more blurred borders and often develops into a situation like the ”role-overload” (Allvin et al., 2013, 107) and a conflict between these two life spheres becomes a fact. Nowadays, several Swedish organizations have work-life balance practices for their employees. Some of these practices are regulated under Swedish legislation, for instance parental leave and the possibility for parents with small children to work part-time. This study investigates the employees’ actual experiences of work-life balance practices and how these practices affect the employees and indirectly the employer. There is a general assumption that organizations that offer different work-life balance practices do so to attract and keep employees, which is the reason why such practices are being viewed as a positive measure (Doherty, 2004, 447). This study investigates if and in what way there are positive and/or negative experiences or consequences of work-life balance practices for the employees, which in turn also could be affecting the employers. The study is qualitative and empirical. Eight Swedish officials employed in different Swedish organizations (one informant works for an American organization) have been interviewed. The theoretical models that have been used to specify and define the research method are “The Career Active System Triad, CAST” (Baruch, 2004, 100) and “The pros and cons of alternative work arrangements” (B.H. Gottlieb, E.K. Kelloway and E. Barham 1998) and to explain the result “The role expansion theory” (Nordenmark, 2004, 47). This study reveals the informants’ reality and experiences, which shows how society through companies and organizations (mezzo level) forms and guides the individuals (micro level) to act in certain ways. This phenomenon illustrates how society generates a “collective conscience” (Durkheim in Andersen & Kaspersen, 2007, 64). This study shows that organizations and societies implicitly through legislation, rules, practices and policies generate “value rational social action” (Weber in Andersen & Kaspersen, 2007, 74-75) among the individuals, which make them act in a certain way in accordance with the value rational social action, whether or not it fits in their individual life at the moment. Nevertheless, the result also demonstrates the positive attitudes towards the work-life balance practices offered by organizations and society through legislation. These practices allow employees regardless of gender to make choices that enables them to have several roles in life, which has been verified in previous research to be beneficial for well-being and health in general.
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Josefová, Veronika. „Work-Life Balance v mezinárodním kontextu“. Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-16232.
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Work-life balance is often a discussed topic in most industrialized countries. Many employees are dissatisfied with working hours, high labor intensity and stress at work. A large number of employees would prefer flexible working hours, part-time, which would lead to better opportunities for reconciling work and family life. Individuals are trying to find a balance between professional and personal interests, some are even forced to decide whether to give priority to family and private life. Thesis deals with different work-life balance policies and programs, problems of gender differences and equal opportunities. It examines how the Czech Republic is able to juggle family and work life. It focuses on the status of women in the labour market, including historical context, the individual programs and policies that promote the harmonization of personal and professional sphere. The practical part analyzed the situation in selected countries and the paper is also engaged in various international companies in which I used structured interviews with HR representatives and other staff examined the possibility of work-life balance and the differences between the situation in the Czech affiliates and the mother country.
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Marešová, Marcela. „Work life balance z genderového hlediska“. Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193225.
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The aim of this Diploma Thesis is besides theoretical clarification of the concept of Work-life balance, in particular to show how much time people spend to their hobbies a families and on the contraty how much time they spend at work, and partly from a women's perspective and from the perspective of men. To fulfil these objectives, the synthesis was used, especially in the theoretical part. The other methods used in the Thesis were quantitative and qualitative research through questionnaire survey and individual personal interviews. Using these methods work came to conclusion, how to the respondents manage to harmonize their personal and professional lives, and if there is a difference in the results from a gender perspective.
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Johnson, Jaime Mecholle. „Life in Balance: The Work-Life Balance Stories of Black Female School Leaders“. ScholarWorks@UNO, 2018. https://scholarworks.uno.edu/td/2529.
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The purpose of this study is to examine the work-life balance experiences of Black females school leaders. Due to the inherent intersectionality of race and gender that is experienced by Black females, a study of their unique experiences with work-life balance is valuable to the field of educational leadership. The responsibilities associated with school leadership positions are extensive and those school leaders who also have spouses and children must figure out a way to fulfill responsibilities associated with each role. Work-life balance is important to understand for school leaders whose career responsibilities may interact with those associated with their personal lives. The theoretical framework, Black Feminist Thought, guided the data collection and analysis processes, and provided the basis for the resulting narrative findings. This study gave voice to an otherwise silenced, marginalized group, Black female school leaders. All data was synthesized into narratives and from these narratives came six themes: (1) Familial Sacrifice; (2) Servant Leadership; (3) Informal and Formal Work-life Balance Policies; (4) Notion of Self-Care; (5) Upbringing and Black Females’ Prideful Identity; and (6) Black Females having to prove themselves. While this study does not show evidence of school leaders having achieves work-life balance, the findings will inform the practices of perspective Black female school leaders and add the voices of Black female school leaders to the literature on Black female school leader’s experiences with work-life balance.
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Philippe, Sarah Nicole. „Millenials and Attitudes Towards Work-Life Balance“. Thesis, The University of Arizona, 2013. http://hdl.handle.net/10150/297731.
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Students who are soon to be college graduates are approaching a transitional period in their life, filled with uncertainty and high demands. Graduating college is a huge transitional period, going from full-time student to the real workplace. Millennials that are soon to be graduates are custom to juggling many facets of their lives and making time for school, work, clubs, and friends. But do these soon-to be graduates understand the demands of the "real world" and are they taking in to consideration the conflicts that may arise concerning work-life balance? The purpose of this study is to investigate the attitudes of soon-to-be college graduates, part of the Millennial generation, and their attitudes towards work-life balance. The study captures the attitudes of soon-to-be graduates towards work-life balance in consideration with pursued industry, pursued career path and how much students value work-life balance before entering in to the workplace. This thesis provides understanding of these attitudes and the disconnect between pursued industry and valuation of work-life balance. It also describes suggestions for students and employees in order to foster practices of work-life balance in the workplace.
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Bruton, Alison Elizabeth. „Work-life balance and the workforce reforms“. Thesis, University of Birmingham, 2013. http://etheses.bham.ac.uk//id/eprint/4116/.
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Work-life balance is a relatively unexplored topic in the educational field, yet it was a significant element of the National Agreement (2003) which sought to enable teachers, including head teachers, to achieve a reasonable work-life balance. Subsequently the workforce reforms were introduced into schools in a phased manner in order to implement the Agreement’s principles. This study seeks to establish the meaning of work-life balance and goes on to examine the effectiveness of the workforce reforms in achieving their goal to support teachers in achieving such a balance. This is a qualitative study using multiple case study methodology. Data was gathered via semi-structured interviews with twelve teachers and six leaders from three secondary schools in the same locality. The differing perspectives of teachers and leaders in the schools are highlighted in order to identify the key factors which affect the ability of an individual to achieve a work-life balance. Following an analysis of the findings it is suggested that the workforce reforms had not been effective in this respect. Further, it is proposed that personal capacity and personal control are pivotal in enabling staff in secondary schools to manage the work and non-work aspects of their lives in order to achieve an acceptable balance.
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Arnstål, Lina. „Jobbmobilens påverkan på individens work life balance“. Thesis, Karlstads universitet, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-74949.
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Powell, Alisha Diane. „African-American Women and Work-Life Balance“. ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4941.
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African American women have high rates of depression and anxiety and are more likely to experience marital instability. Work-life balance (WLB) has been a topic of growing discussion and research as the number of women in the workplace has increased significantly. Researchers have demonstrated that women who work full time outside of the home have the unique challenge of fulfilling work obligations while taking care of household responsibilities. Work-life balance (WLB) has been a topic of discussion and research as the numbers of women in the workplace have increased significantly in the United States. The purpose of this qualitative phenomenological study was to better understand the experiences of married African American women and how they manage the demands of both work and family. The theoretical framework was black feminist theory and work life border theory. Participants consisted of married African American women (n =11) who worked full time outside of their home. Data from interviews consisting of open-ended questions and a thematic analysis was conducted for common themes and meanings. Findings reinforce that of current empirical literature on the importance of having a flexible job and a supportive spouse in order to obtain a work-life balance. Using study findings, social psychologists, employers, and the general public may be more culturally competent in their knowledge of the specific challenges facing African American women, which may lead to potential positive social change. For instance, employers may be better able to meet the needs of their African American female employees, which may help to promote greater WLB, better emotional health, and increased life satisfaction for these women.
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Fjellström, Maja, und Ida Irevall. „Behålla medarbetare inom revisorsprofessionen : En kvalitativ studie ur två perspektiv – hur revisionsbyråerna arbetar och vad revisorsassistenterna anser betydande“. Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-85116.
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Att börja sin karriär som revisorsassistent på revisionsbyrå är eftertraktat hos många nyexaminerade studenter. De stora revisionsbyråerna i Sverige anställer årligen många nyexaminerade studenter till juniora roller så som revisorsassistent. Att anställa revisorsassistenter har därför visat sig vara enkelt men att behålla revisorsassistenter en längre period har visat sig mer problematiskt. Detta leder till att det finns en erkänt hög personalomsättning inom yrket vilket innebär att revisionsbyråerna behöver arbeta med att behålla medarbetare på byrån. Med hänsyn till problematiken är syftet med denna studie således att skapa förståelse för det arbete revisionsbyråerna vidtar för att behålla medarbetare och vad revisorsassistenterna anser betydande för att stanna inom byrån samt det förväntningsgap som finns däremellan. För att uppfylla studiens syfte och besvara forskningsfrågorna genomfördes en dokumentstudie som studerade års- och hållbarhetsredovisningar hos två av de största revisionsbyråerna i Sverige, detta för att skapa förståelse hur de arbetar med att behålla medarbetare. Utöver dokumentstudien genomfördes åtta semistrukturerade intervjuer med nuvarande samt tidigare revisiorsassistenter för att skapa förståelse för vad som är viktigt för att stanna på byrån utifrån deras perspektiv. Studiens viktigaste slutsatser är att förväntningsgapet mellan vad revisionsbyråerna arbetar med och vad revisiorsassistenterna efterfrågar till största del består av avsaknad av balans mellan privat-och arbetsliv som går hand i hand med den kultur som råder följt av mer verklighetstrogna förväntningar och i minst utsträckning utbildning och karriär. Utöver det kan studien även dra slutsatser kring varför det identifierade förväntningsgapet återfinns. Det studien har funnit är att det finns olika utgångspunkter till varför det återfinns en hög personalomsättning inom professionen mellan revisionsbyråer och revisorsassistenter. Detta leder till olika syn kring hur arbetet med att behålla medarbetare ska utformas. Utöver detta återfinns också skilda intressen mellan grupperna så som vinstintresse, resultat och balans i livet.Starting your career as an audit associate at an auditing firm is sought after by many newly graduated students. The large auditing firms in Sweden annually employs many newly graduated students for junior roles such as audit associates. Hiring audit associates has therefore proved to be easy but retaining audit associates for a longer period has proved to be more problematic. This leads to a recognized high employee turnover in the profession, which means that the auditing firms need to work on retaining employees at the firm. Regarding the difficulties, the purpose of this study is thus to create an understanding of the work that the audit firms do to retain employees and what the audit associates consider significant for staying within the firm and the expectation gap that exists between them. In order to fulfill the purpose of this study and answer the research questions, a document study was conducted. Annual - and sustainability reports at two of the largest auditing firms in Sweden was studied, in order to create an understanding of how they work to retain employees. In addition to the document study, eight semi-structured interviews were conducted with current and former audit associates to create an understanding from their perspective and what they think is important to stay at the agency. The study's most important conclusions are that the expectation gap between what audit firms work with and what audit associates demand largely consists of work-life balance that goes hand in hand with a high-performing culture followed by more realistic expectations and to a lesser extent education and career. In addition, the study can also draw conclusions about why the identified expectation gap exists. The study has found that there is a different starting point to why there is a high employee turnover in the profession between auditing firms and auditing associates. This leads to different views on how the work of retaining employees should be constructed. In addition to this, there are also different interests between the groups, such as profit interest, results and work- life balance.
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Cedergren, Daniel. „Work- Life Balance : En fallstudie på Pfizer AB“. Thesis, Uppsala University, Department of Business Studies, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-9033.
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Begreppet work –life balance syftar till det arbete kring sponsring av förmåner och arbetssituationen som hjälper den anställde att balansera sitt arbetsliv och sitt privatliv. Då uppfattningen om vad som skapar balans är subjektiv, torde det från företagets sida vara viktigt att veta vad medarbetarna upplever, stödjer och hindrar upplevelsen av balans. Dessutom torde en klar bild över vad som stödjer och vad som hindrar, säkerställa en maximal avkastning av de satsningar som företaget ger personalen. Utifrån detta utformades studiens syfte, vilket var att öka förståelsen för vilka faktorer individer anser stödjer och hindrar upplevelsen av balans. För att besvara syftet utfördes en fallstudie på marknadsavdelningen på läkemedelsföretaget Pfizer AB. Där genomfördes nio stycken djupgående intervjuer med personalen. I de genomförda intervjuerna återfanns 11 stycken faktorer som endera stödjer eller hindrar upplevelsen av balans. Vid en analysering av faktorerna fann jag tre huvudindelningar som dessa kan sägas tillhöra. Den första förklarar de faktorer individen själv i största grad kan påverka för att uppleva balans, så kallade individuella faktorer. Den andra benämns som yttre faktorer och förklarar de faktorer som företaget kan påverka för att öka individens balans. Den tredje och sista benämns som mellanliggande faktorer och förklarar de faktorer som kan påverkas av både individen själv och företaget där individen arbetar. Genom en indelning av faktorerna som personalen anser stödjer och hindrar, möjliggörs ett effektivare arbete med balans från företagets sida. Företaget får i och med denna indelning en tydligare bild över vad företaget kan påverka och vad individen själv kan påverka. Detta torde leda till att företagets arbete med balans ger en bättre avkastning, vilket leder till en ökad balans bland personalen.
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Priddis, DeAnne. „The search for work-life balance at SECURA“. Menomonie, WI : University of Wisconsin--Stout, 2006. http://www.uwstout.edu/lib/thesis/2006/2006priddisd.pdf.
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Rowland, Kendra Horn. „Work Life Balance for Agricultural Educators in Kentucky“. UKnowledge, 2016. http://uknowledge.uky.edu/cld_etds/28.
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Research indicates that Kentucky agricultural educators are overworked and experience job related stress. Balancing work and home can be a struggle and stress induces burnout and teacher attrition. Shortages in the agriculture classroom could result in loss of agricultural education programs and negatively affect the profession. The purpose of this study was to 1) describe the demographics of Kentucky high school agricultural educators; 2) describe the work and home life balance for Kentucky agricultural educators; 3) determine the level of job satisfaction among Kentucky agricultural educators; 4) determine the perceived busiest time of the school year for Kentucky agricultural educators. The study was conducted on a census of the 2015-2016 Kentucky agriculture teacher directory and the survey was distributed online. Results indicate that agricultural educators work 52 hours per week, can balance work and home responsibilities with assistance from spouse/partner and experience job related stress on a regular basis. It was concluded that Kentucky agricultural teachers are satisfied with their job, but stressed about meeting the needs of work and family balance based on barriers including FFA activities, nightly meetings, childcare and time with spouse/partner.
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Magnusdotter, Nilsson Amanda, und Holst Maria von. „Work-life balance i managementkonsultbranschen : en organisatorisk utmaning“. Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-356411.
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Managementkonsultbranschen kännetecknas av högt tempo, långa arbetsdagar och prestationsdrivna individer. Trots det har balans mellan arbetsliv och privatliv blivit en viktig fråga. Genom att intervjua anställda på tre managementkonsultföretag har studien undersökt hur företagen arbetar med work-life balance samt vad som påverkar konsulternas möjlighet att nyttja arbetsgivarens insatser. Studien bekräftar att företags insatser för work-life balance påverkas av institutionella normer. Resultatet visar att managementkonsulters möjlighet att nyttja dessa insatser påverkas av förutsättningar i den professionella miljön; kulturellt stöd i form av ledarskap och stöd från kollegor, projektens karaktär genom förväntningar från kunder samt graden av autonomi och senioritet. Studien bidrar även med insikten att individen har det största ansvaret för sin work-life balance. Utöver det konstateras att work-life balance är en subjektiv upplevelse, vilket innebär att det inte nödvändigtvis krävs en jämvikt mellan arbete och privatliv för att nå tillfredsställelse. Sammanfattningsvis verkar det finnas en konflikt mellan institutionella och professionella normer som gör det svårt att lyckas med insatser för work-life balance. Studiens resultat kan därför vara relevant för professionella tjänsteföretag och andra organisationer verksamma i branscher som utmärks av hög arbetsbelastning.
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Mattsson, Rebecca. „Småbarnsföräldrars upplevelse av work-life balance under Coronapandemin“. Thesis, Karlstads universitet, Handelshögskolan (from 2013), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-84891.
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Syftet med denna kvalitativa undersökning har varit att skapa en förståelse för småbarnsföräldrars upplevelse av work-life balance vid distansarbete. För att genomföra studien har sex halvstrukturerade intervjuer utförts med individer från olika städer i Sverige, från olika arbetsplatser med olika typer av kontorsbaserade yrken. Den gemensamma nämnaren för intervjupersonerna är att de alla är småbarnsföräldrar som till någon grad arbetar hemifrån under Coronapandemin. För att hitta deltagare till undersökningen gjordes ett strategiskt urval i kombination med ett snöbollsurval, där jag blev tipsad om individer som levde upp till kraven för studien. Studien grundar sig i en teoretisk referensram som innefattar teorier om work-life balance, fysisk- och psykosocial arbetsmiljö samt lojalitet, som sedan kom att användas för att tolka det insamlade empiriska materialet. Resultatet påvisar en övervägande positiv upplevelse av work-life balance vid distansarbete. Deltagarna menar på att distansarbetet resulterat i mer tidseffektivitet, som i kombination med en större frihet att kunna planera sina dagarframkommer vara det mest fördelaktiga enligt deras upplevelse. Vidare visar resultatet att nackdelarna med distansarbetet är den fysiska arbetsmiljön, avsaknad av social samhörighetsamt konflikter mellan arbetssfären och familjesfären. Slutligen visade resultatet på att det finns en vilja bland deltagarna att segmentera de olika sfärerna för att ha bästa möjliga förutsättningar att tillgodose kraven och förväntningarna i respektive sfär. Men rent lojalitetsmässigt visade sig lojaliteten mot familjen vara starkare än mot arbetsgivaren.
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Sheppard, George. „Work-Life Balance Programs to Improve Employee Performance“. ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2058.
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Although work-life balance programs in the United States have become increasingly popular through the years, there is still a need to understand the contributions of these programs on employee performance. The purpose of this case study was to explore the work-life balance programs that nonprofit school leaders utilize to improve employee performance at a charter school organization. The job demands-resources model formed the conceptual framework for this study. Data were collected through semistructured interviews from a purposeful sample of 10 managers and 10 non-managerial employees working at a charter school organization in Harlem, New York. Data collection also included organizational performance track indicator documents on employee absenteeism, turnover, motivation, productivity, job satisfaction, and retention, archived organizational records on WLB programs, and current WLB programs and policies guidelines. Through methodological triangulation, a number of themes emerged. These themes included work-life balance programs' effectiveness, the importance of a supportive work environment, employee commitment and motivation, employee well-being and productivity, employee job satisfaction and quality work life, organizational culture change, and low utilization of the job sharing program. According to the study results, work-life balance programs could help improve organizational culture and employee overall performance. The results of this study may contribute to social change by preparing employers for success while simultaneously positioning individuals to attain optimum balance between work and life responsibilities.
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Johnson-Hoffman, Vernessa Lashawn. „Employer Strategies for Improving Employee Work-Life Balance“. ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7304.
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Senior leaders who fail to implement work-life balance strategies may experience reduced profits and sustainability challenges. This single case study explored employers' strategies for improving employee work-life balance. The population for the study included 4 senior leaders of a hospice care agency in North Carolina who successfully implemented employee work-life balance strategies. Data were collected from semistructured interviews and from the review of company documents, website, and social media pages. The conceptual framework for the study was the transformational leadership theory. The trustworthiness of interpretations was supported by member checking. Four themes emerged from inductive analysis of the data: a supportive work environment promotes employee work-life balance, leadership trust is key to the success of employee work-life balance, work-life balance programs minimize stress and improve employee job satisfaction, and flexibility and remote work options increase employee work-life balance. Implementing work-life balance strategies in an organization may increase employee morale, employee productivity, and quality of work life. The application of the findings of this study may contribute to positive social change by providing insights for senior leaders on the implementation of strategies to achieve work-life balance to increase workplace sustainability and meet the physiological and psychological needs of employees as well as contribute positively to the communities and the organizations served.
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Schenkel, Aubree A. „Perceptions of Supervisor Support for Work-Life Balance“. Xavier University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1396713191.
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Sarah, Hawke M. „EFFECTS OF SELF-DETERMINATION ON WORK/LIFE BALANCE“. Cleveland State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=csu1550951078365041.
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Fekete, Krisztína. „Work-life balance and its role in organizations“. Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-191709.
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This thesis analyses the Diversity and Inclusion (D&I) practices in international organizations, especially in the Hilti Group with a special focus on the Czech and Slovak market organizations. The goal is to develop recommendations for the improvement of Hilti's existing practice in gender, generational, global diversity and inclusion. The theoretical part provides an overview of the academic background of D&I, its management, evolution and trends with a special focus on gender and generational diversity. It is followed by best case practices for selected D&I benefits. As a next step, in cooperation with Hilti, a thorough analysis of gender, generational, global diversity and inclusion was conducted with the purpose of comparing global, regional and local outcomes. Moreover, this empirical part aims to get a deeper understanding of the current situation regarding D&I for the market organizations in the Czech and Slovak Republics. The hypothesis that Hilti has developed appropriate initiatives to further implement D&I into its culture, has been confirmed. For further improvement, some suggestions have been proposed. The recommendations for each diversity dimension (gender, generations, global) are based on the literature described in the theoretical part of this paper, best case practices, and also the own ideas of the author.
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Chang, Ruby Yi-Ju. „The relationship between work and non-work support and work-life balance in Taiwan“. The University of Waikato, 2009. http://hdl.handle.net/10289/2789.
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The aim of this study is to explore the relationship between employees' supportive resource (workplace support and non-work support) and their work-life balance in Taiwan. The roles of work-life balance's four components (work-to-life conflict, life-to-work conflict, work-to-life facilitation, and life-to-work facilitation) in the relationship between support and employee outcomes (psychological wellbeing, turnover intention, affective- and continuance organizational commitment) were examined. Eight-hundred surveys were distributed to for-profit and non-profit sectors. After eliminating the invalid questionnaires, 658 valid questionnaires were used for further analysis. The findings of this study suggested that three kinds of support (organizational support, supervisor support, and non-work support) were positively related to employees' work-life balance. However, no significant relationship was found between the availability and usage of the work-life balance policies and employees' work-life balance. More importantly, it was found that work-life balance and four components mediate the relationship between supervisor support and all employee outcomes. The relationship between employees' awareness of the policies that organization offered and favourable employee outcomes is also mediated by work-life balance. Interestingly, the availability and usage of the policies were not found to be related to either employees' better work-life balance or favourable employee outcomes. It is thus recommended that emphasizing supervisor support might be a better option than introducing various work-life balance policies for employees to achieve a better work-life balance. Otherwise, the work-life balance policies offered have to meet employees' needs.
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Rayat, Ben, und Ahmed Masoud. „Chefers upplevelser avwork-life balance“. Thesis, Högskolan i Gävle, Avdelningen för arbetshälsovetenskap och psykologi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-32719.
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Studien undersökte upplevelsen av work-life balance för personer med chefsbefattning inom en organisation. Denna studie genomfördes baserat på en kvalitativ induktiv design genom semistrukturerade intervjuer med sex stycken chefer. Dessa intervjuer genererade tre huvudteman samt underteman. Intervjumaterialet analyserades enligt en induktiv tematisk metod. Urvalet har begränsats till personer med chefsbefattning med syftet att undersöka hur ledarskap kan påverka den upplevda balansen mellan arbete och fritid. Resultatet visade att respondenterna upplevde god work-life balance som varierar periodvis med hänsyn till individuella förutsättningar. Den mest förekommande anledning till negativ utveckling i work-life balance var intressekonflikt mellan arbetsliv samt privatliv. Detta kan öka risken för hälsoproblem som kan orsaka begränsningar för tillfredställelse i både arbetsliv samt privatliv. Samtliga respondenter upplevde att struktur har stor betydelse för god work-life balance även om struktur kunde se olika ut för de olika chefsrollerna. Tillgänglighet samt flexibla arbetsarrangemang i chefsrollen ansågs vara givet för yrkesrollen med risk för negativ påverkan på work-life balance.
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Stolz, Martin Lothar [Verfasser]. „Work-Life-Balance in Professional Service Firms : Eine empirische Untersuchung der Wirkung von Work-Life-Balance-Initiativen und der arbeitsbezogenen Konsequenzen des Work-Life-Konflikts / Martin Lothar Stolz“. Frankfurt : Peter Lang GmbH, Internationaler Verlag der Wissenschaften, 2012. http://d-nb.info/1042460655/34.
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Persson, Martina, und Else Håkansson. „Work Life Balance - a question of income and gender? : A qualitative study about Work Life Balance and affecting factors in the Philippines“. Thesis, Karlstads universitet, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-67563.
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Nilsson, Aspengren David, und Hilding Herrström. „Work Life Balance ur ett chefsperspektiv : En kvalitativ fallstudie om chefers upplevelser om Work Life Balance i en kontext av Covid-19“. Thesis, Jönköping University, Högskolan för lärande och kommunikation, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-53021.
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Bakgrund: Ett allt mer gränslöst arbetsliv breder ut sig över flera branscher på svensk arbetsmarknad. Organisationers flexibilitetsformer och flexibla arbetsätt, skapar nya utmaningar för en pressad organisatorisk nyckelgrupp, cheferna. Under hög arbetsbelastning och stress, kan cheferna vara i behov av Work Life Balance för att uppräthålla god hälsa och fortsatt produktivitet samt få ett HR-stöd för att hantera arbetslivet. I en kontext av Covid-19, har det gränslösa arbetslivet accelerarat och skapar den nuvarande kontexten där kunskapen om chefers Work Life Balance behöver bli mer omfattande i Sverige. Syfte: Tiilsammans med induktivt och tolkande perspektiv, beskriva hur chefer upplever Work Life Balance i en kontext av Covid-19. Metod: Studien har bedrivits med en induktiv ansats där empirin och inte toerin, ligger till grund för studien. Iklädda endast våra förkunskaper under vår tid på HR-programmet, har studien genomförts i en ingående fallstudie med nio chefer som genom kvalitativa semistrukturerade intervjuer åskådliggjort varierande upplevelser av chefer Work Life Balance. Slutsatser: Utifrån studiens syfte, påvisar vi att merparten av cheferna i studien, upplever en god Work Life Balance utifrån varje chefs egen verklighet som genomsyras av unika individualiteter. Därutöver, har vi brutit ner faktorer som påverkar chefers av Work Life Balance genom en individuell och organisatorisk kontext samt påvisat att HR inte är en primär källa av stöd för chefers Work Life Balance och slutligen, identifierat hur chefer hanterar Work Life Balance. Överlag har Covid-19 inte haft en större inverkan på cheferna i vår studie. Vidare, kan vi konstatera att cheferna har genom sina erfaranheter och egen medvetenhet, personfierat sin egen Work Life Balance genom exempelvis brist på stöd av HR-avdelningarna och således hittat andra vägar för att skapa Work Life Balance.Background: An increasingly more bounderless type of work-life are expanding over multiple industries on the Swedish labour-market. New organization-forms of flexibility and new ways of structuring work, creates new challenges for a pressured key organizational group, the managers. With high workload and stress, managers may be in the need of Work Life Balance to maintain good health and continued productivity as wells as HR support to manage their work-life. In the context of Covid-19, the bounderless work-life accelerates and creates the current context where the knowledge about manager´s Work Life Balance needs to be more extensive in Sweden. Purpose: Combined with an inductive and interpretative perspective, describe how managers experiences Work Life Balance in a context of Covid-19. Method: This study has been conductecwith an inductive approach where the empirical and not the theoretical, is the basis for this study. Dressed in only our prior knowledge during our time on the HR-program, the study was conductted in a case-study with nine manager´s who thorugh qualitative sem-structured interviews illustrates varying experiences of manager´s Work Life Balance. Conclusions: Based on the purpose of this study, we demonstrate that a major part of the managers have an overall good Work Life Balance based on each manager´s own reality which is permeated by the uniqueness of each manager. Moreover, we have broken down factors that affects manager´s experiences of Work Life Balance from an individual and organizational context as well as examined that HR is not a primary resource of support to manager´s Work Life Balance and finally, identified how manager´s manage their Work Life Balance. Overall, there is no impending effect that Covid-19 has had on manager´s Work Life Balance. Furthermore, we can state that managers have thorugh their experience and own awareness, personfied their own Work Life Balance caused by example lack of support from HR, find other ways into create Work Life Balance.
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Jennings, Karlene Noel. „In the balance work/life balance of senior development professionals within higher education /“. [Ames, Iowa : Iowa State University], 2007.
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Green, Amanda Colleen. „Women in nonprofit leadership| Strategies for work-life balance“. Thesis, Pepperdine University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3729355.
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The nonprofit sector is the third largest employing industry in the United States and impacts almost 10% of the economy (Roeger, Blackwood, & Pettijohn, 2012; Salamon, Sokolowski, & Geller, 2012). Women comprise over 75% of the nonprofit workforce, yet men hold over 80% of leadership positions (Bronznick & Goldenhar, 2009; McInnes, 2008). The purpose of this qualitative, phenomenological study was to examine the work-life balance practices of women leaders in nonprofit organizations and determine experiences impacting their life course. The ultimate goal was to gain insight from women leaders in nonprofit organizations to identify strategies for more women to advance into leadership roles. The researcher utilized a qualitative methodology with the life course theory developed by Giele (2008).
The research questions were: 1. What demographic factors, if any, are related to work-life balance issues for women leaders in nonprofit organizations? 2. How is the life course for women leaders in nonprofit organizations impacted, if at all, by experiences, identity, motivation, adaptive and relational style? 3. What strategies, if any, are women leaders in nonprofit organizations utilizing for work-life balance?
20 women leaders in nonprofit organizations served as the study population. The women held positions of vice president or above or positions equivalent to vice president if the organization did not use such titles. Participants provided socio-demographic data and responses to 5 sets of questions regarding early adulthood, childhood and early adolescence, current adulthood, future adulthood and coping strategies.
The key findings and conclusions revealed challenges with work-life balance associated with diverse demographic factors. Experiences related to identity, relational style, drive and motivation and adaptive style influenced life courses and are anticipated to influence the future life courses of participants, specifically regarding decisions on educational attainment, partnerships, family, careers, and social involvement. Work-life balance strategies were discovered in 4 areas: self-care, partners, professional skills, and social support.
Overall, the research provided a composite of the participants as women leaders in nonprofit organizations, including their backgrounds and life stories. The research demonstrated that work-life balance continues to be an issue and an interest for women leaders in nonprofit organizations.
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Kinman, Gail Francis. „Occupational stress and work-life balance in UK academics“. Thesis, University of Hertfordshire, 2006. http://hdl.handle.net/2299/14325.
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The research presented in this thesis aimed to provide insight into the work-related wellbeing of a little-studied occupational group: academic employees working in universities in the UK. More specifically, it examined how aspects of the content and context of academic work were related to the health, job satisfaction, work-life balance, and turnover intentions of employees. The findings of an initial questionnaire study (Study 1) administered to a national sample of academic staff highlighted a number of features of work that were strong predictors of psychological distress and job satisfaction, and worthy of further investigation. Two main issues emerged from this initial research that were examined in greater depth in a subsequent national study of academic employees (Study 2). Firstly, the predictive validity Of two theoretical models of job stress (the Job Demand-Control-Support and the Effort-Reward Imbalance models) was tested in explaining strain outcomes. A model that comprised elements of both theoretical frameworks (most notably job control, rewards and overcommitment) was found to be a more effective predictor of some strain outcomes than either model independently. A combination of generic and job-specific demands was found to be a major predictor of job satisfaction. Secondly, the nature, predictors and outcomes of work-life conflict experienced by academics were investigated through the analysis of quantitative and qualitative data. A model that combined generic and job-specific job demands, working practices, supportive features of the working environment, and over-commitment predicted a considerable proportion of the variance in perceived conflict. Findings suggest that preferences for work-life integration are subject to considerable variation, as are the strategies utilised by academics to minimise conflict between work and home. Although certain practices might facilitate work-life balance, others pose a risk to wellbeing. The final study (Study 3) introduced a longitudinal element to this programme of research. Comparisons between the findings of Studies 1 and 2 (conducted six years apart) found no significant improvement in levels of specific stressors and strains in the study period. Comparisons were also made between the overall levels of psychological health of academic staff and those reported by other professional groups and the general population of the UK. The very poor level of psychological health found amongst academics in 1998 remained stable in 2004; this gave cause for concern, as did the discrepancy between levels of job demands and social support found, and those recommended by Health and Safety Executive benchmarks for the management of specific job stressors. The findings of this research programme highlight the important role of the working environment in shaping the antecedents, experience and expression of occupational stress. It is therefore argued that a job-specific approach to the study of workplace stress has greater potential to aid the development of interventions to promote the wellbeing of employees. Based on the findings reported in this thesis, a range of strategies and initiatives are recommended that have the potential to improve the wellbeing and job satisfaction of academic employees in the light of growing concerns about recruitment and retention in the sector.