Dissertationen: „Work from home for mums“

1

BALANI, NITASHA. „WORK FROM HOME“. Thesis, DELHI TECHNOLOGICAL UNIVERSITY, 2021. http://dspace.dtu.ac.in:8080/jspui/handle/repository/18543.

Der volle Inhalt der Quelle

Annotation:

Work from Home (WFH) has been a communal concept since a long time. When the Internet flooded the entire telecommuting world , work from home took a different place in the giant way. It used to be considered as a convenient option where in families/individuals were able to combine their workspace and homework with the belief that they can maintain their personal and official needs simultaneously and efficiently. In these precedented times, this convenient option has curved out as more of a compulsion or as an obligation. COVID-19 epidemic has not only impacted the economic, social or health areas. It has also formed an unprecedented prospect : for running the entire workplace . This practice is yielding captivating visions “that have noteworthy implications/ consequences for the mode we should organize our work.” Purpose The purpose of this project is to analyse that WFH (Work from home) which was used to be considered as a convenient option or as a privilege now how during the Covid-19 phase, it has made the lives more complex/complicated than making it a serenity. This project also tries to adjudge or analyse the problems or issues that are faced by different employees of different sectors like (IT/ITES Sector, Education Sector and Service Sector) while performing the work from home and how it is impacting the mental wellbeing of any individual. In addition to that, this project also tries to analyse what would be the future model of working and how employers need to take care of the social connectivity and mental well-being. “Approach The methodology used for this project was through the survey, where the population range from 30yrs to 55 yrs of age. The employees from different sectors were considered in the survey, the detailed explanation of the methodology is provided in the respective chapter of the Project. Findings The project is divided into two sections, first in order to understand the satisfaction level of the employees in the different sector and we found several findings with respect to those employees: ❖ IT sector: Average satisfaction but with every new target, stress level increases ❖ Educational Sector: Higher dissatisfaction due to lack of f2f interactions between the educators/faculties and the students. In addition to the entire shift in the technology also led some kind of high stress levels among both the parties. ❖ Service Sector: As compared to the other sectors, in the service sector, the overall satisfaction level is high . However, the employees still feel some lack in time management which could lead to the increase in the stress levels. “Findings show that WFH (work from home) is a pragmatic choice for the future.” Also, we have identified that the future work model would be a Hybrid model. There won’t be 100% remote working , and the employers have to maintain the solutions for the social connectivity and mental well- being too. The detailed analysis is defined in the “Analysis” section of this project, where in the satisfaction analysis is defined for each respective sector . In addition to that, the solutions are also defined that may be placed in the organisations to support the hybrid model and social & mental well -being of the employees.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

2

Gonick, Marnina K. „Working from home : women, work and family“. Thesis, McGill University, 1987. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=63862.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

3

Cavar, Ivan, und Malin Jansert. „Being forced to work from home : A focus on how having to work from home followingthe covid-19 pandemic has affected the employee’s performance and social work-life“. Thesis, Linköpings universitet, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-178023.

Der volle Inhalt der Quelle

Annotation:

Title: Being forced to work from home – A focus on how having to work from home following the covid-19 pandemic has affected the employee’s performance and social work life Authors: Ivan Cavar and Malin Jansert Supervisor: Aliaksei Kazlou Background: Because of the recent Covid-19 pandemic many employers had to make the decision to recommend or even force employees to work from home. For some it was an easy transition, for others a real challenge not only by the means of whether one can actually perform their work at home, but also concerning what happens to us when we remove all the necessary social interactions we experience everyday with colleagues and other people connected to the workplace. Aim: The purpose of our research is to understand how the forced shift in working remotely has affected the employees’ attitude towards the professional and social aspects of the workplace. It aims to determine crucial personal and external factors influencing the attitude of said employees, and why (and if) their opinion about their workplace has changed.This paper aims to contribute to the field of external shock in organizations and sudden organizational change. Having waited with the theoretical framework until we had good overview of what the results looked like, we have found the research by Lee and Mitchell (1994) about employee turnover to be relevant to our findings. Although most research about employee turnover concerns itself with turnover per se, we still find the theories discussed relevant as the prerequisite to turnover is attitude changes among employees which is exactly what we want to look at and contribute to. The main contribution of this paper will be to look at how the changes in working routines have affected the specific employee, and how this in turn has affected the employee’s opinion about their workplace. We hope to give a glimpse of how these specific workplaces have been affected and find reasons as to why this might have happened to better understand what factors influence the opinion about the workplace.Completion: To gather information about the perceived changes by employees, a qualitative study has been conducted through 13 interviews among two companies with jobs being based in government administration and academia. The different types of work give us good insight in how the same process has affected professions differently.Conclusion: The professors were affected by the change to a larger extent than the administration employees. Different employees were affected in different ways, but what affected everybody was a loss of social interactions as well as a new outlook on how to perform work.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

4

Eldridge, Laura Lee. „Going back home, from full-time paid work to full-time motherhood“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2002. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/MQ65619.pdf.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

5

Perry, MacKenna Laine. „Financial Strain and the Work-Home Interface: a Test of the Work-Home Resources Model from the Study for Employment Retention of Veterans (SERVe)“. PDXScholar, 2018. https://pdxscholar.library.pdx.edu/open_access_etds/4235.

Der volle Inhalt der Quelle

Annotation:

Money is consistently one of the most common and significant sources of stress in America. The American Psychological Association's annual Stress in America survey has found that money and work have been two of the top sources of "very" or "somewhat" significant stress for Americans since 2007, when the first report was released. Drawing upon the work-home resources model, this study examined the longitudinal effects of financial strain as a component of the work-home interface on a sample of 512 employed veterans from the post-9/11 era. The work-home resources model posits that contextual demands and contextual resources in one domain (i.e., work or non-work) influence outcomes in the opposite domain through losses and gains of personal resources. Lower scores on a measure of financial strain represent better ability to meet financial needs, and the ability to meet financial needs is argued to represent a personal capital resource that could serve as a mechanism in the work-home interface. Using three waves of data, the study examined longitudinal effects on both behavioral and attitudinal outcomes of importance to veterans and organizations alike. Results did not confirm the role financial strain plays in the interface between work and home domains, as hypotheses were generally unsupported. Implications for both theory and practice, as well as limitations of the study and future directions for research are discussed.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

6

Galbreath, Warren B. „The factors which influence the replacement of West Virginia's youths at a distance from home counties /“. The Ohio State University, 1991. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487694389394609.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

7

Kluver, Jean. „From work to home--Boston's hotel workers and the prospects for union-sponsored housing“. Thesis, Massachusetts Institute of Technology, 1988. http://hdl.handle.net/1721.1/75528.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

8

Rony, Mahbubul hasan. „Working from home: adaption, challenges, and recommended practice on a crises : a qualitative study in Bangladesh“. Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-98450.

Der volle Inhalt der Quelle

Annotation:

Bangladesh is the world's seven most populous country and its population with the average of 1000 people per square kilometer throughout the country. More than anything the country is facing unprecedented challenges due to Covid-19 pandemic. As of facing this unprepared challenge, the Government had to lockdown the country and the employees had to start working from home considering the situation and safety concerns. However, unlike the developed countries, the working from home scenario in Bangladesh is far more difficult as the concept is completely new. The difficulties are particularly seen in the advertising agency where the working culture needs to be collaborative. In addition to that, lack of preparation, shortage of right tools and support and overall, the new teleworking condition have turned the process overwhelming and complicated for the advertising agency employees. The purpose of this research is to explore the adaptation process of Advertising agencies during Covid-19 in Bangladesh. The research was qualitative in nature with an interpretivist perspective. As a deductive approach the concept of virtual work and its critical components were researched and later as an inductive approach email interviews with advertising agencies were conducted to discover and develop empirical understanding around the research topic. Through research it was discovered that the current work from home adaptation process has several shortcomings, without providing the required and special conditions for employees’ wellbeing and motivational factors. In addition to that, there is no adoption of any new collaborative tools that were found for the creative teams apart from the general communicative tools.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

9

Whincup, Helen. „Direct work and home supervision requirements : a qualitative study exploring experiences of direct work from the perspectives of children, young people, and social workers“. Thesis, University of Stirling, 2015. http://hdl.handle.net/1893/22280.

Der volle Inhalt der Quelle

Annotation:

There is renewed interest in the role that direct work and relationship-based practice does, should, or could play, in social work practice with children and young people. This study used a qualitative approach to explore day-to-day direct work with children and young people who are ‘looked after’ at home, from the perspectives of children, social workers and those supervising practice. The thesis explores the meanings ascribed to direct work, and identifies factors which enable direct work, and those which act as barriers. The research was undertaken in Scotland, and although the legislation, policy, and guidance underpinning practice differ from other jurisdictions, the messages to emerge are relevant across the UK and beyond. The study found that despite the existence of barriers, direct work which is characterised as meaningful by children, young people and professionals does happen; and that the relationships formed between children and social workers are both a precursor to and an outcome of direct work. A core theme is that although individual relationships are central, the everyday encounters between children and their social workers need to be understood and situated within the personal, professional and structural contexts in which they take place.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

10

Farrell, Brian M. „Body Composition Changes and Work-Efficiency Effects from Diet Modification and Incorporation of an At-Home Exercise Regimen“. University of Cincinnati / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1265984423.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

11

Rylander, Samuel. „The new normal for Swedish Municipalities : Assessing the impact of working from home“. Thesis, Umeå universitet, Institutionen för informatik, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-188005.

Der volle Inhalt der Quelle

Annotation:

The COVID-19 pandemic has had major impacts on public and private life. As organizations are forced to transition to remote work to reduce the spread of the virus, there is a need for researching how employees are affected. This study explores how municipal workers have experienced the transition, by conducting a survey involving five different Swedish municipalities. This study shows that, while overall productivity has generally either increased or remained at pre-transition levels, some aspects have suffered as a result of working from home. Social interactions among co-workers, information sharing, and community building are examples of where the employees felt that something has been lost. This study contributes to research being done on this phenomenon, and gives suggestions for practitioners.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

12

Venn, Danielle. „Work timing arrangements in Australia in the 1990s : evidence from the Australian time use survey /“. Connect to thesis, 2004. http://eprints.unimelb.edu.au/archive/00000812.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

13

Rosiek, Susan L. „Navigating the Paradoxes of Working from Home: An Investigation into the New Communication Practices of Telework“. Cleveland, Ohio : Cleveland State University, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=csu1212984331.

Der volle Inhalt der Quelle

Annotation:

Thesis (M.Ap.C.T. & M.)--Cleveland State University, 2008.
Abstract. Title from PDF t.p. (viewed on July 8, 2008). Includes bibliographical references (p. 79-82). Available online via the OhioLINK ETD Center. Also available in print.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

14

Leshnak, Shelby. „The New Normal: An Examination of Home Working Environments in Post-Pandemic America“. University of Cincinnati / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1623241499100821.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

15

Stuewe, Paul. „Britishers at home and overseas, imperial and colonial identity in the work of Grant Allen, Robert Barr and Sir Gilbert Parker“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp03/NQ51230.pdf.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

16

Armstrong, Jill. „Following in their mothers' footsteps? : what the daughters of successful career women want from their work and family lives“. Thesis, University of Sussex, 2015. http://sro.sussex.ac.uk/id/eprint/58053/.

Der volle Inhalt der Quelle

Annotation:

Twenty-five percent of working women now occupy the top levels of the labour market (ONS 2013c). This presents an opportunity to assess the extent to which adult daughters have been influenced in their aspirations for work and family life by growing up with a mother with a successful career –a significant research gap. Intergenerational narrative interviews with 30 mother and daughter pairs explored their observations about the effects on their ambitions, relationships, emotions and identities. The mothers were most often the prime influence on their daughters' embarking upon high status, satisfying careers. However, neither most mothers, nor their daughters aspired to ‘get to the top', which challenges both the idea of progress towards gender equality at the highest levels in organisations and traditional definitions of career success. The mothers managed work and motherhood thoughtfully and most did not experience disjuncture between their identities (Bailey 1999). Key original contributions are that almost all the daughters thought that having a mother who worked mainly full--‐time out of the home in a career she found satisfying benefited them or, at least, did them no damage. Despite this, most daughters did not think that emulating their mothers would be fine for the children the daughters anticipated having. The main explanations for this are the pervasive idea that working part--‐time would give them the ‘best of both worlds' as mothers and workers, the motherhood culture of ‘intensification of responsibility' (Thomson et al. 2011, p.277), and the perceived lack of examples of satisfying flexible career paths within organisational careers for women and men. Many of the mothers took a pragmatic approach to their ‘emotion management' (Hochschild 1983, p.44) of work--‐life trade--‐offs but did not transmit their experience of managing their feelings about working motherhood. I argue that doing so could benefit their working daughters.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

17

Karlsson, Linnea, und Cornelia Hoppe. „The importance of coffee talk... : A study of how a design group in the construction industry experience working from home during the pandemic“. Thesis, KTH, Byggteknik och design, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-302536.

Der volle Inhalt der Quelle

Annotation:

Teleworking has become increasingly common as the digital development has progressed. This has provided tools that can facilitate work and reduce the need for physical meetings. Previous studies have concluded that teleworking leads to, among other things, a great lack of social contexts, a blurred boundary between work and private life but also increased productivity. In 2020 the coronavirus pandemic spread across the world forcing many people to start working remotely. Studies on the experience of teleworking in early stages of the pandemic show similar results as previous research. However, there are few studies that deal with how teleworking affects a group. These studies show, among other things, that a work group's productivity decreases if many in the group work from home. This thesis aims to investigate the construction industry's transition to teleworking during the coronavirus pandemic by focusing on a design team's experience of teleworking. The report deals with what the current work situation looks like compared to before, how the work can technically be carried out remotely and how the design team experience this change. The results that have emerged in this report show that design can be carried out remotely and the question is not whether telework should take place or not, but to what extent. There are various factors that affect how much individuals want and should work from home and the conclusion in this report is that teleworking should take place two to three days a week. Social parts of the work are irreplaceable and are required for good cooperation and prosperous employees. At the same time, there is an opportunity to focus better at home. Therefore, the parts of the work that require more collaboration and communication should be performed at the office, while work that requires more focus can be done remotely.
Distansarbete har blivit allt vanligare i takt med den digitala utvecklingen som gett verktyg som kan underlätta arbetet och minska behovet av fysiska möten. Tidigare studier har kommit fram till att distansarbete bland annat leder till stor avsaknad av sociala sammanhang, utsuddad gräns mellan arbetsliv och privatliv men även ökad produktivitet. År 2020 bredde coronapandemin ut sig vilket tvingade många människor världen över att börja arbeta på distans. Studier om upplevelsen av distansarbete i tidiga skeden av pandemin visar på liknande resultat som tidigare forskning. Det finns dock få studier som behandlar hur distansarbete påverkar en grupp. Dessa visar bland annat att en arbetsgrupps produktivitet minskar om många i gruppen arbetar hemifrån. Detta examensarbete syftar till att undersöka byggbranschens omställning till distansarbete under coronapandemin genom att fokusera på en projekteringsgrupps upplevelse av att arbeta på distans. Rapporten behandlar hur den nuvarande arbetssituationen ser ut jämfört med tidigare, hur arbetet rent tekniskt går att genomföra på distans och hur projekteringsgruppen upplever denna förändring. Resultaten som framkommit i rapporten är att projektering kan utföras på distans och frågan är inte om distansarbete bör ske eller ej, utan i hur stor utsträckning. Det finns olika faktorer som påverkar hur mycket man vill och bör arbeta hemma och slutsatsen i denna rapport är att distansarbete bör ske två till tre dagar i veckan. Sociala delar av arbetet är oersättliga och krävs för ett gott samarbete och välmående medarbetare. Samtidigt finns det möjlighet att fokusera bättre hemma. Därför bör de delar av arbetet som kräver mer samarbete och kommunikation läggas till kontorstid, medan arbete där mer fokus krävs med fördel kan ske på distans.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

18

Chronopoulos, Andreas. „Working from Home in the Clinical Trials Sector: A Case Study of Clinical Research Associates (CRAs) in the UK“. Thesis, University of Bradford, 2016. http://hdl.handle.net/10454/15853.

Der volle Inhalt der Quelle

Annotation:

This study explores Working from Home (WFH) as a model of work in a public organisation in London, which operates in the clinical-trials sector. It argues that WFH is used as a strategy that offers benefits both to the organisation and its employees. WFH is offered to all Clinical Research Associates (CRAs) who work as monitors of the whole process of a clinical trial. Based on a qualitative approach, using semi-structured interviews of 29 CRAs, managers and administrative staff and secondary data, this single-case study focuses on five topics that are part of the CRAs’ everyday life. These are work-life balance (WLB), cost reduction, the Information and Communications Technology (ICT) factor, the performance of the CRAs and the management of remote workers. In particular, the study identified that WFH had a positive effect on CRAs’ WLB. Moreover, it argues that WFH may offer significant assistance to organisational budgets and may reduce personal expenses. It found that existing ICT could cover all employees’ technological needs and reduce the requirement of managers to keep them physically present at a centralised workplace. Additionally, this thesis also identified that WFH improved CRAs’ performance, whilst it also highlighted that results-oriented management was the main managerial approach towards employees who work from a distance. The key contribution of the thesis is the examination of the CRA occupation through a contemporary perspective on the WFH phenomenon.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

19

Mohlin, Alice. „Professional Isolation and Connectedness in Computer Supported Cooperative Work Systems : A Focused Ethnographic Study of Knowledge Workers Working from Home“. Thesis, Linnéuniversitetet, Institutionen för informatik (IK), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-105843.

Der volle Inhalt der Quelle

Annotation:

Both companies and individuals have observed positive effects after implementing working from home (WFH) practices as digital technology expands collaborative possibilities. As a result, the hybrid workplace has emerged as a sustainable possibility for future workplace solutions. In a hybrid workplace, the workforce is distributed between a co-located office and WFH to different extents, naturally inferring an intense use of collaborative technology in daily operations. However, despite reports of aforementioned positive effects, research show that the feeling of professional isolation (PI) is a reoccurring issue for knowledge workers WFH. And although the spread of the issue appears to be severe in literature, little is known about the effects that the collaborative technology actually has on the level of experienced PI. Within the interdisciplinary research field of CSCW (Computer-Supported Cooperative Work), collaborative information technology systems are studied from both technological and social perspectives. Thus, in order to gain a deeper understanding of the phenomenon of professional isolation in relation to the use of collaborative information technology systems, this study aims to explore how knowledge workers currently WFH experience and perceive the support of CSCW systems for communication in relation to PI. Based on a qualitative, focused ethnographic approach, nine knowledge workers from different companies and positions currently WFH were interviewed about their perceptions of CSCW systems for communication support in relation to PI. The empirical data that the interviews generated was subjected to a thematic analysis, from which five themes emerged and constituted the empirical findings. These themes were then analyzed in the light of the research questions and discussed with the concepts in the literature review as well as with a symbolic interactionist perspective. The results of this master’s thesis research show that most of the participants do not experience professional isolation as defined in literature, however, they display a loss of connectedness to co-workers when using the CSCW systems for communication support when working from home. The connectedness in question is achieved with ‘social interaction’, however, the research findings of this master’s thesis illustrate that ‘social interaction’ is not symbolically connected to any of the CSCW systems for communication support for the participants. Based on these research findings, it is proposed that ‘social interaction’ is not included in the concept of ‘communication’ within the field of CSCW. Furthermore, it is suggested that organizations aspiring to implement working from home (WFH), or hybrid workplace practices may want to re-evaluate current and future social activities within the CSCW systems for communication support based on the insights provided by the master’s thesis research study.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

20

Ahmed, Fawwad, und Zeeshan Farooqi. „Working from home’s impact on Job Performance in the IT Sector“. Thesis, Linköpings universitet, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-169865.

Der volle Inhalt der Quelle

Annotation:

The purpose of this study is to examine which factors influence job performance for IT sector employees that are required to work from home indefinitely due to COVID-19. This study is based on a framework concerning themes such as working from home, performance, motivation, work-life balance, and psychological well-being. For the study, five IT sector employees that were required to work from home were interviewed to give the authors insight into the basis of the study. Previous studies mostly focused on IT sector employees working from home with the option of coming into the office; due to the sudden pandemic of COVID-19, there has not been much research regarding IT sector employees that are required to work from home indefinitely. Our most important findings show that employees are compensating their lack of in-person social interactions with spending time with family and using virtual apps to maintain their relationships with coworkers to provide a work-life balance. Working with coworkers has also given employees a sense of accountability that motivates them to do work. The virus, COVID-19 has impacted employees by mentally draining them which impacts their job performance. Ultimately, the idea of a job role perception and its impact on motivation and job performance is very subjective to the individual.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

21

Darius, Emma, und Emma Enbom. „Work-life balance vid tvingande distansarbete : en kvalitativ studie gjord i ett tillverkningsföretag under covid-19 pandemin“. Thesis, Högskolan Väst, Avd för företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-16901.

Der volle Inhalt der Quelle

Annotation:

Sedan december 2019 sprids ett nytt virus i världen, sjukdomen som viruset orsakar har fått namnet Covid-19 och effekterna av viruset har varit dramatiska för organisationer och anställda över hela världen. I och med det nya viruset har många organisationer tvingas till förändring för att försöka förhindra ytterligare spridning, vilket har lett till att många idag arbetar hemifrån. Vi har därför valt att göra en kvalitativ studie i ett företag där de anställda tvingas arbeta på distans sedan våren 2020. I studien har vi undersökt hur de anställdas work-life balance upplevs i det tvingande distansarbetet, som uppstått på grund av Covid-19. Hittills är det oklart om distansarbete underlättar eller snarare komplicerar kombinationen av arbete och hem. Distansarbete kan bidra till positiva effekter som flexibilitet och självstyre men de kan även medföra negativa aspekter som stress och obalans i livet. Tillsammans med informationen från empirin som kommer från semistrukturerade intervjuer där sex personer medverkat samt tidigare forskning har vi analyserat och sett över hur det tvingade distansarbetet påverkar denna organisations work-life balance. Studiens resultat visar på att medarbetarna arbetar längre arbetsdagar, gränsen mellan arbetsliv och privatliv har suddats ut och den sociala kontakten med kollegor har minskat. Vår slutsats från studien är att de anställda upplever en sämre balans mellan privatliv och arbetsliv när de arbetar på distans.
Since December 2019, a new virus has spread around the world, the disease caused by the virus has been named Covid-19 and the effects of the virus have been dramatic for organizations and employees around the world. Due to the new virus, a lot of organizations have been forced to change to try to prevent further spread, which has led to compulsory teleworking. We have therefore chosen to conduct a qualitative study in a company where employees are forced to work at home since the spring of 2020. In the study, we examined how the employees' work-life balance is experienced in the mandatory telework, which has arisen due to Covid-19. So far, it is unclear whether teleworking facilitates or rather complicates the combination of work and home. Teleworking can contribute to positive effects such as flexibility and self-control, but they can also lead to negative aspects such as stress and imbalance in life. Together with the information from the empirical data that comes from semi-structured interviews in which six people participated and previous research, we have analyzed and reviewed how the forced telework affects this organization's work-life balance. The results of our study shows that employees work longer working days, the boundary between work and private life has been blurred and social contact with colleagues has decreased since they started working from home. Our conclusion from the study is that employees experience a poorer balance between private life and working life when they work remotely.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

22

Gerzic, Adnan. „Vilka motivationsfaktorer är av större vikt för redovisningsekonomer vid distansarbete“. Thesis, Högskolan Kristianstad, Fakulteten för ekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-22370.

Der volle Inhalt der Quelle

Annotation:

Det har skett en stor ökning av distansarbetet i samband med Covid-19 pandemin. Ekonomyrket är ett av de yrken som har haft möjlighet till denna omställning från kontorsarbete till distansarbete. Att arbeta på distans ställer prov på den anställde och dennes motivation. Syftet med studien är att bidra till förståelsen för hur redovisningsekonomer upplevt omställningen från traditionellt kontorsjobb till distansarbete och hur det har påverkat arbetsmotivationen. För att uppnå studiens syfte har en kvalitativ metod använts där tio redovisningsekonomer i södra Sverige intervjuades. Empirin analyserades sedan med koppling till Self-determination theory och Herzbergs tvåfaktorsteori för att besvara frågeställningarna. Studiens visar att det har varit en stor omställning av arbetsmiljön för redovisningsekonomer vid distansarbete. Det har visat en stor påverkan på arbetsmiljön och således på motivationen, där inre motivationsfaktorer var av större vikt vid arbete på distans.
There has been a large increase in telework due to the Covid-19 pandemic. The economist is one of the professions that has had the opportunity for this transition from office work to telework. Teleworking presents challenges to the employee and his motivation. The purpose of this study is to contribute to the understanding of how economists have experienced the transition from traditional office work to telework and how it has affected their work motivation. To achieve the purpose of the study, a qualitative method was used where ten accounting economists in southern Sweden were interviewed. The empiric was then analyzed in connection with Self-determination theory and Herzberg's two-factor theory to answer the questions. The study shows that there has been a major change in the work environment for accounting economists in teleworking. It has shown a great impact on the work environment and thus on motivation, where internal motivational factors were of greater importance when working at a distance.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

23

Thorstensson, Esra. „The Influence of Working from Home on Employees' Productivity : Comparative document analysis between the years 2000 and 2019-2020“. Thesis, Karlstads universitet, Handelshögskolan (from 2013), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-78743.

Der volle Inhalt der Quelle

Annotation:

More public and private organisations offer working from home as an alternative way of working for their employees. Working from home (WFH) has both benefits and drawbacks for the employees when it is compared to the office working. While some of the researchers, such as Shafizadeh et al. (2000) claim that working from home increases the productivity of the employees, other researchers, such as Monteiro et al. (2019) claim the opposite. This study analysed five research articles published in year 2000 and five research articles published in years 2019 and 2020 to discover the factors having an influence on the productivity of the employees who work from home, whether the influence of these factors have on the productivity is positive or negative and whether the factors have changed from year 2000 to the recent years (2019 and 2020). The study results indicate that working from home has an influence on productivity of the employees. While influences of some of the factors are either positive or negative, the influence of some of the factors depend on the characteristics and attitude of the employees and the circumstances.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

24

Vanova, Lucie. „Reconstructing creative work due to COVID-19 : Exploring the impact of COVID-19 and the role of media for creatives newly working from home“. Thesis, Södertörns högskola, Institutionen för kultur och lärande, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-41180.

Der volle Inhalt der Quelle

Annotation:

The purpose of this thesis is to explore the impact of the situation imposed by the spread of COVID-19 on people working in creative industries and their creative processes, and analyse the role of media in reconstructing their work and leisure spaces at home. The research topics include handling of this change by the creatives, the role of media in reconstructing creatives' homes and the impact of this situation on their creativity. The methodology for gathering data is centred around interviews with the representatives of the group of people working in the creative industries. The empirical data is analysed with the help of the theoretical framework. Among the theories, the six most important topics are: Connectivity versus connectedness, Front region and back region, Boundary theory, Transformations between regions, Reasons to disconnect from media, and Influences on creativity. On one hand, the conclusion of this thesis is that creatives were handling the change of their work environment mostly well, possibly, perhaps creativity is usually influenced by internal factors, and as such the changed work environment as an external factor doesn't influence it as much as the social isolation situation due to COVID-19 as a whole. On the other hand, for many creatives the changed work environment provided calmer conditions for work and offered more time for leisure, although the majority of the participants were working more in this new situation than before. Due to the fact that all of the interviewees had to use their digital technologies and internet in order to work, the escape to the offline world often served as a place for relaxation. Moreover, the majority of the interviewees' devices was used for multi-functional purposes, for both work and for relax. Ultimately the impact on the creatives and their work was studied from different perspectives, offering a snapshot of creative work in extraordinary times.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

25

Ehrenfeldt, Sara, und Emma Medborg. „När arbetet flyttar hem : Arbets- och privatlivets relation till arbetstillfredsställelse under covid-19“. Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-54881.

Der volle Inhalt der Quelle

Annotation:

Viljan till fortsatt hemarbete efter covid-19 skiljer sig åt mellan individer. Gränserna mellan- och samspelet kring arbets- och privatlivet associeras med hemarbetet och relaterar till arbetstillfredsställelse. Syftet var att förklara arbetstillfredsställelse i hemarbetet utifrån segmenteringspreferens, gränskontroll, arbets- till privatlivskonflikter (AtPK), privat- till arbetslivskonflikter (PtAK), arbets- till privatlivsberikning (AtPB) och privat- till arbetslivsberikning (PtAB). Vidare avsågs att undersöka hemarbetets effekt på konflikter och berikning samt om hemarbete innan pandemin och viljan till fortsatt hemarbete efter pandemin kunde kopplas till segmenteringspreferens. Deltagarna var 164, fördelade över 13 arbetsområden. En enkät med 57 item användes och datamaterialet analyserades med korrelationer, z-test, regressionsanalys, t-test samt variansanalys. Arbetstillfredsställelse relaterade till segmenteringspreferens, gränskontroll, AtPB och PtAB. Ingen skillnad i segmenteringspreferens påvisades mellan individer som hemarbetat innan pandemin i låg respektive hög utsträckning och mellan individer som ville fortsätta arbeta hemifrån i hög respektive låg utsträckning. Resultatet diskuterades utifrån berikningens betydelse för arbetstillfredsställelse samt att segmenteringspreferens inte var avgörande för hemarbetet.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

26

Thorstensson, Esra. „The impact of Working from Home on productivity during COVID-19 : A Survey with IT Project Managers“. Thesis, Karlstads universitet, Handelshögskolan (from 2013), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-84703.

Der volle Inhalt der Quelle

Annotation:

The world has been affected by the outbreak of COVID-19 pandemic and many companies and organizations have adopted different type of strategies in terms of the workplace in all sectors around the world. Working from home practice has gained prominence as a part of quarantine measures to curb the spread of the disease since the beginning of the outbreak. This abrupt change has a dramatic influence on the business life and employees have been struggling to adapt to their new way of working. Therefore their productivity has changed, too depending on various factors at their new workplace: home. Working from home is only possible with the use of information technology. Information technology makes it possible for the business life to continue owing to its solutions. Owing to the solutions of information technology, employees can communicate with each other and organizations and complete their tasks by sending and receiving written, audio and visual information. It is crucial for everyone’s sake that the employees working in information technology work efficiently, particularly in pandemic times. The key role of their success is played by their managers and coordinators. Therefore, this thesis focuses on IT project managers and coordinators’ productivity. The purpose of this study is to list the factors, as benefits and challenges, influencing the productivity of IT project managers and project coordinators working from home during COVID-19 pandemic and provide recommendations to the project managers and project coordinators and also public and private organizations and companies which prefer to continue working from home to increase their productivity. In this study, qualitative research method and descriptive statistics concerning the selected benefits and challenges are used via a self- administered digital survey responded by 46 project managers/coordinators. It is concluded that working from home due to COVID-19 pandemic has both positive and negative influences on productivity of the IT project managers/project coordinators. Many benefits, such as sleeping longer hours and being able to focus at home without open-office distractions and many challenges, such as being distracted by house chores and being disturbed by family members have been identified as a result of the survey. Respondents contributed to the study further by their valuable recommendations to public and private organizations and also to other IT project managers/coordinators who work from home during the pandemic to increase their productivity. The recommendations to other PM/PC are concerned with routine and discipline, work-life balance, breaks and doing other things, workspace, people around and communication. The recommendations to organizations, on the other hand, are concerned with various types of support, respecting time, flexibility about time, trust, communication and acceptance as family. Both the findings and recommendations may help IT project managers/coordinators and their employers to develop a more comprehensive vision in terms of increasing their productivity while working from home during the pandemic.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

27

Thureson, Amanda, und Laura Alwadi. „Hur kan vi trivas i hemarbete? : En studie om den sociala arbetsmiljön under hemarbete på grund av coronapandemin“. Thesis, Malmö universitet, Malmö högskola, Institutionen för Urbana Studier (US), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-40012.

Der volle Inhalt der Quelle

Annotation:

En kvalitativ studie om förändringarna i den sociala arbetsmiljön under hemarbetet på grund av coronapandemin, utifrån ett medarbetarperspektiv. Studiens syfte är att undersöka hur den sociala arbetsmiljön har förändrats vid arbete hemifrån genom att lyssna på medarbetarnas hittills insamlade upplevelser om hemarbete under coronapandemin. Syftet besvaras med följande frågeställningar: 1. Hur har den sociala arbetsmiljön sett annorlunda ut under hemarbetet jämfört med arbete på arbetsplatsen enligt intervjupersonerna? 2. Vilka faktorer påverkar intervjupersonernas upplevelser om hemarbete enligt resultaten från intervjuerna, och på vilket sätt? Empirin består av tidigare forskning kring den sociala arbetsmiljön, och speciellt kring faktorer som har visats att påverka den sociala arbetsmiljön. De faktorerna som har valts ut att tillämpas i den här studien på grund av dess relevans är motivation, arbetsgruppen, kommunikation och socialt stöd. Återkommande forskare kring dessa ämnen är Heide, Rubenowitz, Lennéer Axelson och Thylefors. Datan samlades in genom fem semistrukturerade intervjuer med fem intervjupersoner från fem olika organisationer. De utvalda intervjupersonerna är medarbetare som jobbar vanligtvis i en kontorsmiljö, men har på grund av coronapandemin jobbat hemifrån i minst två månader på heltid under år 2020. Alla intervjuer hölls på distans på grund av att det var det enda alternativet med tanke på den rådande pandemin. Datan analyserades utifrån en kategorisering som grundade sig på de fyra relevanta teoretiska faktorerna som kan påverka den sociala arbetsmiljön: motivation, arbetsgruppen, kommunikation och socialt stöd. Författarna bytte intervjumaterialet efter transkriberingen så att den andra författaren fick göra analysen för att inte omedvetet påverka resultatet utifrån känslorna som vi fick i intervjuerna eftersom endast språket skulle analyseras. Studieresultaten visade att hemarbetet kan göras till en mer trivsam upplevelse för medarbetare genom att ordna regelbundna socialt distanserade tillfällen för audio-kontakt i arbetsgruppen, och genom att uppmuntra medarbetare till att tänka igenom deras egen kontorslösning vid hemarbete. Andra sätt att öka trivseln i hemarbete för medarbetare är att skapa tydliga online-rutiner för distanserad kommunikation inom organisationen, samt uppmuntra och stötta medarbetare i positivt tänkande.
This is the final assignment for a Bachelor's Degree in Leadership and Organization at Malmö University. The aim of this study is, through qualitative interviews with associates from different organizations, to examine the changes in the social work environment while working from home during the corona pandemic. The aim will be answered with the following research questions: 1. How do the interviewees describe the changes in the social work environment during work from home? 2. Which factors seem to affect the interviewees’ experiences of working from home, and in what ways do they affect their experiences of working from home? The theoretical background consists of factors that have been detected to affect the social work environment in earlier studies considering the social work environment. The factors that have been chosen to be applied in this study are inner motivation, workgroup, communication and received social support. Researchers that are recurring in this study are Heide, Rubenowitz, Lennéer Axelson and Thylefors. The data was collected by five semi-structured interviews with five individuals from five different professions. All interviewees are associates (not leaders) and have been working from home due to the corona pandemic for at least two months full-time during 2020. Data analysis was grounded on the four relevant theoretical factors that have in previous studies seen to affect the social work environment: motivation, workgroup, communication and received social support. Only the language was analyzed, and the writers did therefore switch the collected interview material after the transcript, to ensure that unconscious experiences from the interviews would not affect the analysis and therefore the results of the study. The results of the study indicated that making working from home a more positive experience for the associates can be done by focusing on organizing regular social distanced opportunities for audiocontact between the work group, and by encouraging associates to reflect on their own office set-ups during work from home. Other ways to make working from home a more positive experience for associates is creating online routines for distanced communication within the organization, as well as encouraging and supporting the associates in positive thinking.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

28

Lång, Anna, und Michaela Blom. „Distansarbete och dess inverkan på motivation hos de anställda : En studie om anställdas syn på distansarbete“. Thesis, Högskolan Dalarna, Institutionen för kultur och samhälle, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:du-37374.

Der volle Inhalt der Quelle

Annotation:

Vi lever idag i en osäker tid där pandemin Covid-19 har påverkat världen på många olika sätt. Fysiska möten har blivit begränsade och en större del av befolkningen arbetar idag hemifrån från distans. Det har aldrig varit viktigare än nu för företag att ha fungerande teknologi och digitalisering för att överleva på marknaden. Syftet med studien är att undersöka vad möjliga samband kan vara mellan motivation, längre arbetsdagar och flexibilitet när det kommer till distansarbete. Samt att undersöka om förutsättningarna skiljer sig åt när de arbetar på distans kontra på kontor. Denna studie har begränsats till ett företag (som vill vara anonymt) och är ett dotterbolag till en stor koncern där de flesta arbetar från distans. För att besvara syftet med studien har det genomförts en mixed methods, både en kvantitativ och kvalitativ studie i form av enkäter och intervjuer då vi vill se eventuella samband samt hur individer uppfattar situationen med distansarbete. Resultatet visar på att majoriteten varken anser att motivationen ökar eller brister när de arbetar på distans och det framkommer inte heller något samband mellan motivation och förlängda arbetsdagar. Det finns ett samband mellan flexibilitet och motivationen när det kommer till distansarbete och att dessa två variabler är oberoende av varandra är väldigt osannolikt. De som saknar flexibilitet saknar även motivation och tvärtom. Förutsättningarna att arbeta på distans kontra att arbeta på kontor skiljer sig en del, det finns många olika faktorer som spelar in. Det finns stor saknad av den sociala kontakten med kollegor samtidigt som motivationen ökar genom att sitta ostört och arbeta hemma. Studien visar även på att majoriteten i framtiden vill kombinera att arbeta både på kontor och distans. Dessa resultat har en betydelse för företag och organisationer då vi lever i en oviss tid och ingen vet hur länge anställda kommer att tvingas arbeta från distans. Hur ska företag förhålla sig till situationen i framtiden och vad kan göras annorlunda.
We are living in an uncertain time where Covid-19, a pandemic, has affected the world in many different ways. Physical meetings have become limited and today a larger part of the population now works from distance. It has never been more important than now for companies to have functioning technology and digitalization in order to survive in the market. The purpose of the study is to examine what possible connections there can be between motivation, longer working days and flexibility when it comes to working from distance. And to examine whether the conditions differ when they work remotely versus in the office. This study have been limited to a company, which is a subsidiary of a large concern where most people work remotely. To answer the purpose of the study, a mixed methods have been carried out, both a quantitative and qualitative study. To come to a conclusion both questionnaires and interviews has been done as we want to find out how individuals perceive the difference of working remotely. The results show that the majority do not believe that motivation increases or lacks when they work remotely and there is no connection between motivation and extended working days. Though there is a connection between flexibility and motivation when it comes to distance working, we find it unlikely for these two variables to be independent of each other. Those who lack flexibility also lack motivation and vice versa. The conditions for working remotely versus working in the office differ somewhat, there are many different factors that come into play. There is a major lack of social contact with colleagues thus at the same time as motivation increases by sitting undisturbed and working at home. The study shows that a majority of the employees wish to combine working in the office and remotely in the future. These results are important for companies and organizations as we live in an uncertain time and no one knows how long employees will be forced to work remotely. How will companies handle the situation in the future and what can be done differently.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

29

Duggin, Colleen O'Neill. „Transition from foster care to adoption: Services needed for building adoption permanency for children“. CSUSB ScholarWorks, 2005. https://scholarworks.lib.csusb.edu/etd-project/2828.

Der volle Inhalt der Quelle

Annotation:

A questionaire was developed and given to post-adoptive parents with the results to be used as a guide to examine what services need to be provided in the pre-adoptive process for parents who are adopting children that are coming from foster homes. The results of the study could be utilized by adoption social workers as a means of targeting typical areas of need or resources for families during the adoption process.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

30

Hallin, Henning. „Leadership at a distance : A qualitative study of managerial work at a distance during the COVID-19 pandemic“. Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-56024.

Der volle Inhalt der Quelle

Annotation:

The aim of this study was to investigate management and leadership at a distance during the COVID-19 pandemic in Sweden. Eight managers from a large industrial company in Sweden currently working full time from home participated in the study, of which six were women. Semi structured interviews were carried out and the data was analyzed through thematic analysis which yielded 7 themes accompanied by 5 subthemes. Not being in the same physical space removes informal interactions, and to combat this, formalization has increased. Tasks that do not lend themselves well to formalization, such as getting a feel for co-worker’s emotional state or creative work, were found to be more difficult. The managers workdays had a high number of digital meetings, and their way of working was changed through digital adaptations. While the availability of quality social interactions with co-workers was down, digital meetings were used to keep interactions up within the work group. While work environment management was harder, work requiring heavy focus was described as more efficient when teleworking. Overall, the situation surrounding COVID-19 has been challenging for managers, but the digital space has evolved quickly, and work has still been able to function surprisingly well.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

31

Wong, Shui Wai, und 黃瑞威. „The living arrangements of discharged stroke patients from H.K. Buddhist Hospital“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1988. http://hub.hku.hk/bib/B31248263.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

32

Svensson, Julia, und Wiksell Linn Danielsson. „The effect of social relationships on employee retention in a remote working context : A qualitative case study on which Talent Management practices an organisation use to retain talented employees in a remote context“. Thesis, Jönköping University, Högskolan för lärande och kommunikation, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-53463.

Der volle Inhalt der Quelle

Annotation:

Talent Management (TM) is a well-used practice to identify, attract, develop, and retain the most valuable resource in an organisation: talented employees. The concept TM emerged when organisations started to detect increased demands and technological changes in the business market. Additionally, due to the retirement of baby boomers, organisations have started to experience a shortage of talents creating “The War for Talent” (Chambers et al., 1998). However, ethical aspects create a demand for an inclusive approach of TM which includes all employees, as opposed to only focusing on a selected few. Responsible Talent Management (RTM) considers talent to be obtained and developed within the organisation. Employees who experience job satisfaction and commitment are more likely to stay in the organisation (Deery, 2008), whereas work-life balance, employee well-being, leadership, and learning have become important factorsfor increasing job satisfaction and commitment as well as employee retention (Radda et al., 2015: Deery, 2008). Especially due to new challenges associated with the working environment and social relationships in this new remote working context. Researchers express the need for further research regarding RTM as well as the inclusive approach. This thesis, therefore, aims to understand how an organisation work with TM practices to retain talented employees in a remote working context. Based on the scientific issue and the purpose, a qualitative case study was conducted. Eight employees within the HR department were interviewed using semi-structured interviews. The analysis of the empirical data identified a great need for genuine social relationships. Regardless of which TM retainment practices used, supporting employees with tools and opportunities to build and nurture social relationships may be an instrumental driver to retain talented employees in a remote working context.
Talent Management är ett välanvänt begrepp för att identifiera, attrahera, utveckla och behålla den mest värdefulla resursen i en organisation: talangfulla medarbetare. Begreppet TM blev uppmärksammat när organisationerna upptäckte ett ökat krav och teknologiska förändringar på marknaden. På grund av att generationen “babyboomers” har börjat gå i pension har organisationer börjat uppleva en brist på talang, vilket har skapat ”The War for Talent” (Chambers et al., 1998). Dock skapar de etiska aspekterna ett krav på ett inkluderande synsätt på TM som inkluderar alla anställda och inte bara fokuserar på ett fåtal utvalda. Begreppet Responsible Talent Management (RTM) anser att talang kan erhållas och utvecklas inom organisationen. Anställda som upplever jobbnöjdhet och engagemang är mer benägna att stanna kvar i organisationen (Deery, 2008), medan balans mellan arbetsliv och privatliv, anställdas välmående, ledarskap och lärande har blivit viktiga faktorer för att öka jobbnöjdhet och engagemang samt att behålla de anställda (Radda et al., 2015: Deery, 2008). Framförallt med tanke på de nya utmaningarna gällande arbetsmiljön och de sociala relationerna i den nya kontexten av distansarbete. Forskare uttrycker ett behov av vidare forskning gällande RTM och det inkluderande synsättet. Syftet med uppsatsen är att förstå hur en organisation arbetar med aktiviteter inom TM för att behålla talangfulla medarbetare i en kontext av distansarbete. Baserat på forskningsproblemet och syftet har en kvalitativ fallstudie utförts. Åtta anställda tillhörande HR-avdelningen har intervjuats genom semistrukturerade intervjuer. I analysen av empirin identifierades ett stort behov av genuina sociala relationer. Oavsett vilka aktiviteter inom TM som organisationen använder för att behålla talanger, så uppfattas organisationens stöd i termer av olika verktyg och möjligheter för att skapa och vårda sociala relationer, vara en stark drivkraft för att behålla talangfull kompetens i en kontext av distansarbete.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

33

Kurtagic, Anessa. „Working With Agile Methodologies During The Covid-19 Pandemic : A qualitative study of an agile teams' transition to remote work from home as a result of the Covid-19 pandemic“. Thesis, Linnéuniversitetet, Institutionen för informatik (IK), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-106923.

Der volle Inhalt der Quelle

Annotation:

Remote work was already an ongoing trend amongst software developers, but the sudden and unexpected occurrence of the COVID-19 pandemic made it normal due to the obligations for many people to stay and work from home. To go from the safeness of the work office with an always-working Internet connection and colleagues around to exchange ideas with, to working from home can be a big change from one day to another. Without a good structure or adjustment from the organization, this would lead to a decrease in good work results, communication issues and difficulty for managers to keep track of what is done and by whom. To facilitate this, commonly used methods are the Agile Methodologies. Beck et al. (2001) make it significant in the 12 principles of Agile that the most efficient and effective method of conveying information is by face-to-face conversation for the best results. Investigating the work that was done face-to-face previous to the pandemic but is now done remotely from home within agile teams is therefore of much relevance today. This thesis was intended to investigate and learn how the use of agile methodologies has facilitated the sudden transition to remote work from home and affected the aspects of communication and work results within an agile development team. The study was conducted using the qualitative method with interviews consisting of seven open-response and two closed-response questions with respondents in agile teams from a software development company in Sweden. The analysis was made thematically in relation to Bridge’s Transition Model, and in relation to previous research. The study identified three themes to answer the research question based on the theoretical framework; The Change, Communication and Work Results. The results of the study show that the use of Agile Methodologies indeed has simplified the sudden transition to remote work from home, which was called The Change, as many of the agile practices already were done online previous to the pandemic. The study has also concluded that the use of Agile Methodologies has positively affected the aspects of communication and work results in an agile team, as it was found that forms of communication became more creative as they occurred more frequently while working from home, and it ultimately led to more valuable end-results.
Distansarbete var redan en pågående trend bland mjukvaruutvecklare, men den plötsliga och oväntade förekomsten av COVID-19-pandemin gjorde det normalt på grund av restriktionerna för många människor att arbeta hemifrån. Att gå från arbetskontorets säkerhet med en alltid fungerande internetuppkoppling och kollegor runt om för att diskutera idéer med, till att arbeta hemifrån kan vara en stor förändring från en dag till en annan. Utan en bra struktur eller anpassning från organisationen skulle detta leda till en minskning av goda arbetsresultat, dålig kommunikation och svårigheter för chefer att hålla reda på vad som görs och av vem. Vanliga metoder att använda för att underlätta detta är de agila metoderna. Beck et al. (2001) gör det tydligt i de 12 principerna för Agile att den mest effektiva metoden för att förmedla information i ett projekt är genom konversationer face to face, för bästa resultat. Att undersöka det arbete som innan pandemin gjordes face to face men nu görs på distans hemifrån inom agila team är därför av stor relevans idag. Denna studie var avsedd att undersöka och få kunskap om hur användningen av agila metoder har underlättat den plötsliga övergången till distansarbete hemifrån och påverkat aspekterna av kommunikation och arbetsresultat inom ett agilt utvecklingsteam. Studien genomfördes med hjälp av den kvalitativa metoden med intervjuer bestående av sju öppna frågor och två slutna svarfrågor med respondenter i agila team från ett mjukvaruutvecklingsföretag i Sverige. Analysen gjordes tematiskt i förhållande till Bridge’s Transition Model och i förhållande till tidigare forskning. Studien identifierade tre teman för att besvara forskningsfrågan utifrån det teoretiska ramverket; The Change, Communication och Work Results. Resultaten av studien visar att användningen av agila metoder har förenklat den plötsliga övergången till distansarbete hemifrån, eftersom många av de agila aktiviteterna redan gjordes online före pandemin. Studien har också dragit slutsatsen att användningen av agila metoder har påverkat aspekterna kommunikation och arbetsresultat positivt i ett agilt team, eftersom det visade sig att kommunikationsformer blev mer kreativa eftersom kommunikationen blev mer frekvent inträffande när de arbetade hemifrån, och det ledde slutligen till mer värdefulla slutresultat i projekt.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

34

Langwagen, Olivia. „Arbeta hemma : En kvalitativ undersökning av ett förändrat arbetsliv våren 2020“. Thesis, Umeå universitet, Institutionen för kultur- och medievetenskaper, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-173131.

Der volle Inhalt der Quelle

Annotation:

Work from home: A qualitative study of an altered working life in early 2020, takes the global spread of coronavirus and its impact on Sweden in early 2020, as its starting point. Restrictions limiting crowds, the closing of workplaces and universities are some among the many ways in which people and societal institutions are facing the pandemic. The purpose of this essay is to examine the participating individuals’ experiences of an altered working life, in regards of them working from home, using technology in order to do so. Research questions asked are: How do the participants experience working from home? In what ways have their everyday practices and routines changed? Based on the climate crisis being part of my research area of concern, an extending question is: What can be learnt from the experiences that are made during this time? The essay is based on questionnaires responded to by eight people, whereof six participated in in qualitative interviews. Analyses show how participants negotiate ideas of home and work as the two categories become integrated in one and the same place. Drawing on theory that emphasizes the agency of materiality and its entanglement with social practices, sociomaterial aspects of working from home are discussed. The participants partake in learning processes where they acquire knowledge that is useful when working from home. Basic digital skills become practical necessities when coping with technical difficulties during virtual meetings. Besides affecting individuals’ everyday experiences, to work remotely seems to have implications at an organizational level as well. Social and material relations are highlighted as constitutive of organizations and effected by the distancing of employees and workplaces. The concluding discussion reconnects to the initial attempt at bringing together individuals’ experiences of working from home with the need of transformation towards sustainable ways of life.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

35

Keeling, Kristina L. „A Spatial Distribution Analysis of Lithic Artifacts from a Late Archaic-Middle Woodland Site, The County Home Site (33AT40), Athens County, Ohio“. Ohio University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1343758431.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

36

Robertsson, Vilma. „Introduktion av nyanställda under digitala förutsättningar : En kvalitativ studie om nyanställdas introduktion vid distansarbete“. Thesis, Högskolan Dalarna, Institutionen för kultur och samhälle, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:du-37787.

Der volle Inhalt der Quelle

Annotation:

Introduktionsprocessen är en viktig komponent för att underlätta de nyanställdas acklimatisering, samt för att skapa de bästa förutsättningarna för att integreras i arbetsgruppen och prestera arbetsmässigt. Som en följd av Covid-19 pandemin har distansarbete varit en åtgärd som tvingat många organisationer att ställa om för att stoppa smittspridningen och skydda medarbetarnas hälsa. Det blir därför kritiskt att förstå hur de nyanställda upplever introduktionsprocessen när den genomförs på distans, vilket också är syftet med den aktuella studien.Studien utgår från en kvalitativ ansats och det empiriska materialet har samlats in genom sex semistrukturerade intervjuer. Resultatet har analyserats utifrån Nahapiet och Ghoshals (1998) modell om socialt kapital som innefattat tre dimensioner: strukturellt, socialt och kognitivt.Resultatet visar att distansarbete försvårar den spontana kommunikationen mellan den nyanställda och de etablerade kollegorna, vilket gör att arbetsrelationerna tar längre tid att bygga på distans. Vidare visar empirin att sociala aktiviteter för att bygga gemenskap har satts på paus under distansarbete och även att tillgängligheten till andra kollegor för socialt utbyte varierar. Det i sin tur påverkar informations- och resurstillgången eftersom de informella mötena och de spontana interaktionerna inte förekommer på samma sätt vid distansarbete. Slutligen har studien samlat in värdefull information som kan bidra med möjligheter att förbättra introduktionsprocessen för nyanställda som introduceras på distans i framtiden.
The onboarding process plays a central role to facilitate newcomer adjustment’. As a result of the Covid-19 pandemic, several organizations have been faced with the challenge to rapidly shift and work from home in order to prevent the spread of the Corona virus and protect the health of their employees. This study aims to understand the experiences of new employees as the onboarding process is carried out virtually, which becomes crucial considering these circumstances.The study takes on a qualitative approach, where data has been collected through six semi-structured interviews. The results have been analyzed from a social capital perspective, inspired by Nahapiet and Ghoshal's (1998) framework, which includes three dimensions: structural, social and cognitive.Findings in this study indicate that everyday communication between new employees and their coworkers is during telework highly constrained. Meaning it takes longer time to build established relationships due to the unordinary setting and initiating a conversation on a digital platform. Furthermore, the empirical evidence shows that social activities for the purpose of building camaraderie is no longer a priority during telework and the access for social exchange is also strongly limited in certain cases. This in turn affects the resources of information since informal interactions occur less frequently when the onboarding process is implemented on a digital platform. Lastly, this study provided useful information on possible improvements for future onboarding processes for new employees during telework.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

37

Ögren, Lisa. „Producing special-ordered engines : A mapping of the special-order process and the impact of working from home at an engine assembly plant“. Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik, konst och samhälle, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-86990.

Der volle Inhalt der Quelle

Annotation:

This report is presenting a master thesis work in Industrial Design Engineering with a focus on production development at Luleå University of Technology. The thesis work was conducted in the spring term of 2021 at the engine assembly plant of Scania in Södertälje. The project aimed to map the special-order process to create an overview of the process and present improved work patterns. The project also aimed to map the impact of working from home. A special order is an order that is tailored for the customer in a way that is not supported by the standard order system but produced in ordinary production, this is made possible using the S-order process. The background of the project was that the process is among other things, unclear and person dependent and has resulted in stops and unnecessary and costly maneuverers in the production. The project was a pilot study with a focus on the mapping and analysis of the current and future state of the process, limited to the engine assembly, marine and industry engines and with a focus on the local product preparators. Interviews, observations and document studies were the main methods used to map the process. These data collecting methods complemented each other to create an understanding of the situation using a broad range of perspectives. The result of the data collection was then analysed to present the process and the perceptions of the process to find problems and needs. A specification of requirements was used to summarise the results and to be used during concept development. Concepts were developed through a workshop where the participants brainstormed solutions on the found problems and needs. Literature research was conducted about customisation, digital work environment and learning organisation. Research on customisation was used to understand the background and the challenges with it. The digital work environment consisted of the effects of digital work as well as research on how to design and implement a digital work environment. Research on learning organisation was used to support the presented needs and proposed improved work patterns. The mapping of the current state showed that it is a quick process that affects a lot of people who together quickly must assess if and how the orders are and will be possible to deliver. A coordinator at the engine assembly must make sure that the right people are informed and involved meanwhile these people have been shown to lack understanding of the process its responsibilities and activities, resulting in e.g., worry and stress. To improve the process, a proposition was made on focusing on improving the transfer of knowledge and experience, create a common understanding and approach and improve communication and collaboration. Four concepts were presented where the focus was on learning organisation, continuous improvements and based established methods used at the engine assembly.
Denna rapport presenterar ett examensarbete i Teknisk design inom produktionsdesign vid Luleå tekniska universitet. Examensarbetet genomfördes under vårterminen 2021 på Scania motormonteringsanläggning i Södertälje. Syftet med arbetet var att kartlägga S-orderprocessen för att skapa en översikt över denna och presentera förbättrade arbetsmönster. Projektet syftade också till att kartlägga effekterna av att arbeta hemifrån. En specialorder är en order som skräddarsys för kunden på ett sätt som inte stöds av det vanliga ordersystemet men som produceras i den vanliga produktionen, detta möjliggörs genom S-orderprocessen. Bakgrunden till projektet var att processen bland annat är oklar och personberoende och har resulterat i stopp och onödiga och kostsamma manövrer i produktionen. Projektet var en förstudie med fokus på kartläggning och analys av processens nuvarande och framtida tillstånd, begränsat till motormonteringen, industri- och marina motorer och med fokus på de lokala produktberedarna.Intervjuer, observationer och dokumentstudier var de centrala metoderna för att kartlägga processen. Dessa datainsamlingsmetoder kompletterade varandra och skapade en förståelse för situationen utifrån ett brett spektrum av perspektiv. Resultatet av datainsamlingen analyserades för att presentera processen och uppfattningarna av denna för att hitta problem och behov. En kravspecifikation användes för att sammanfatta resultaten och för att användas under konceptutveckling. Koncept utvecklades genom en workshop där deltagarna brainstormade lösningar på funna problem och behov.Litteraturforskning genomfördes om kundanpassning, digital arbetsmiljö och lärandeorganisation. Forskning om kundanpassning användes för att förstå bakgrunden och utmaningarna med det. Digital arbetsmiljö bestod av att förstå effekterna av det samt forskning om hur man utformar och implementerar en digital arbetsmiljö. Forskning om lärandeorganisation användes för att stödja de presenterade behoven och föreslagna förbättrade arbetsmönster.Kartläggningen av nuläget visade att det är en snabb process som påverkar många människor som tillsammans snabbt måste bedöma om och hur ordern är och kommer att vara möjliga att leverera. En koordinator vid motormonteringen måste se till att rätt personer är informerade och involverade samtidigt som dessa personer har visat sig sakna förståelse för processen, dess ansvar och aktiviteter, vilket resulterar i bl.a. oro och stress. För att förbättra processen föreslogs att fokusera på att förbättra kunskaps- och erfarenhetsöverföringen, skapa en gemensam förståelse och tillvägagångssätt och förbättra kommunikation och samarbete. Fyra koncept presenterades där fokus var på lärande organisation, kontinuerliga förbättringar och baserade på etablerade metoder som användes vid motormonteringen.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

38

Bruhner, Carl Magnus, und Frida Carlstedt. „Arbetsplatsen efter pandemin : En studie om medarbetares upplevelse av distansarbete“. Thesis, Linköpings universitet, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-176524.

Der volle Inhalt der Quelle

Annotation:

Sedan Sverige i januari 2020 fick sitt första bekräftade fall av covid-19 har stora förändringar skett gällande hur och var arbete bedrivs, med omfattande inslag av distansarbete. Denna uppsats har därför undersök hur distansarbete har påverkat balansen mellan arbetsliv och privatliv samt den nuvarande och framtida arbetssituationen för kontorsmedarbetare inom företaget Hemfrid. Befintlig forskning visar att distansarbete kan gynna såväl medarbetare som arbetsgivare; medarbetaren åtnjuter ökad flexibilitet och work–life balance, medan arbetsgivaren gynnas av en ökad arbetsintensitet och högre tillgänglighet. Studien är genomförd via en enkätundersökning i slutet av april 2021 med 76 svarande i målgruppen, vilket utgör en svarsfrekvens om 39 %. Enkätsvaren visar att medarbetare upplever att distansarbete har fungerat bra; ökat work–life balance med mer tid till familjen och hemmet, samt en ökad flexibilitet, effektivitet och mindre stress trots ökad arbetsbelastning. Den sociala distansen till kollegor och företaget gör dock sammanhållning sämre, vilket inte minst märks för nyanställda som får svårare att lära känna kollegor och komma in i kulturen. Arbetsmiljön har förbättrats för de som har tillgång till extrautrustning hemma, men försämrats för övriga. Vi rekommenderar Hemfrid att låta medarbetare arbeta 2–3 dagar i veckan på distans efter pandemin, vilket drar nytta av såväl kontors- som distansarbetets fördelar. Särskild hänsyn bör tas till nyanställda och hanteringen av arbetsmiljön på distans. Vårt bidrag till befintlig teori är ny kunskap om hur omfattande distansarbete fungerar i praktiken, och förslag på hur det kan organiseras i framtiden. För framtida studier rekommenderas bland annat att närmare undersöka en optimal uppdelning av arbetstid, samt hur kontoret bäst kan utformas för att understödja det uppdelade arbetssättet.
Since Sweden in January 2020 had its first confirmed case of COVID-19, major changes have been made regarding how and when work is conducted, with extensive elements of remote work. This thesis has investigated how remote work during the pandemic has affected the work situation and the balance between work and private life for office coworkers of the company Hemfrid. Existing research shows that remote work can benefit coworkers as well as employers; the coworker enjoys increased flexibility and work–life balance, while the employer benefits from increased work intensity and higher availability. The study is conducted via a survey conducted in the end of April 2021 with 76 respondents in the target group, which constitutes a response rate of 39%. The survey results show that coworkers feel that remote work has worked well; increased work–life balance with more time for the family and home, as well as increased flexibility, efficiency, and less stress despite increased workload. However, the social distance to colleagues and the company makes cohesion worse, not least for new employees who find it more difficult to get to know colleagues and get into the culture. The work environment has improved for those who have access to extra equipment at home but deteriorated for others. We recommend Hemfrid to let coworkers work 2–3 days a week remotely after the pandemic, which benefits from the advantages of both office and remote work. Special consideration should be given to new employees and the management of the work environment remotely. Our contribution to existing theory is new knowledge of how extensive remote work works in practice, and suggestions on how it can be organized in the future. For future studies, it is recommended, among other things, to closer investigate an optimal division of working hours, and how the office can best be designed to support the divided way of working.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

39

Yarosichenko, Anastasia, und L. V. Roienko. „Work in IT sphere during the quarantine time“. Thesis, Університет Григорія Сковороди в Переяславі, 2020. https://er.knutd.edu.ua/handle/123456789/16299.

Der volle Inhalt der Quelle

Annotation:

У статті досліджується вплив карантинної ситуації на особливості роботи у сфері інформаційних технологій, як карантин у світі вплинув на ринок праці та робочі стосунки спеціалістів у сфері інформаційних технологій. Значна уваги приділяється аналізу різних аспектів діяльності ІТ спеціалістів.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

40

Kling, Johan, und Petersson Joakim. „"När arbetsplatsen flyttar hem" : En kvalitativ undersökning om kvinnor och mäns upplevelser kring effekterna av arbete hemifrån“. Thesis, Högskolan i Halmstad, Akademin för hälsa och välfärd, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-44995.

Der volle Inhalt der Quelle

Annotation:

Syftet med denna studie är att undersöka hur den ökande andelen av betalt arbete hemifrån upplevs ha förändrat gränsdragningen mellan arbetsliv samt familjeliv för kvinnor och män. Studien syftar vidare till att undersöka om mängden ökat arbete hemifrån förändrat upplevelsen av att arbetslivet och familjelivet kommer i konflikt samt att se om fördelningen av det obetalda arbetet har påverkats av den förändrade arbetssituationen. Frågeställningarna har tagits fram för att besvara studiens syfte: ”Hur påverkar det obetalda arbetet kvinnor och män som utför betalt arbete hemifrån?”, ”Hur upplever arbetstagaren att gränsen mellan privatliv och arbete påverkas av betalt hemarbete?”, ”Hur påverkas det betalda arbetet av hemarbete?”. Den teoretiska referensramen fokuserar på gränslöst arbete med fokus på begreppen betalt hemarbete samt obetalt arbete. Det obetalda arbetet beskriver det oavlönade arbete som utförs i hemmet som historiskt sett i hög grad utförts av kvinnor. Det växande begreppet gränslöst arbete belyses ur nya vinklar i studien då rådande Covid-19 pandemi samt ny teknik möjliggjort till större flexibilitet för hur, var och när de betalda arbetsuppgifterna utförs vilket skulle kunna bidra till en obalans mellan arbets- och privatliv. Studien utgår från kvalitativ ansats där vi genomfört sex semistrukturerade intervjuer med respondenter i åldrarna från 25 till 40 år. Resultatet visar på att studiens respondenter upplever att de lever i ett jämställt förhållande där det obetalda arbetet fördelas jämnt mellan könen. Studien finner att respondenterna är mer effektiva vid utförandet av betalt arbete hemifrån. Trots den svåra gränsdragningen mellan arbetsliv och privatliv känner sig respondenterna mer tillräckliga mot de båda sfärerna där de i framditiden önskar att få arbeta varierat där de delvis arbetar hemifrån och delvis på arbetsplatsen.
The purpose of this bachelor's thesis is to examine how the increasing proportion of paid work from home is perceived to have changed the demarcation between work life and family life for women and men. The study also aims to investigate whether the amount of increased work from home has changed the experience that work life and family life come into conflict and to see if the distribution of unpaid work has affected the changed work situation. The questions have been developed to answer the purpose of the study: "How does unpaid work affect women and men who perform paid work from home?", "How does the employee feel that the boundary between private life and work is affected by paid work from home?", “How is paid work affected by homework?”. The theoretical frame of reference focuses on boundless work with a focus on the concepts of paid homework and unpaid work. The unpaid work describes work performed at home that has historically been performed to a large extent by women. The growing concept of borderless work is highlighted from new angles in the study as the prevailing Covid-19 pandemic and new technology enabled greater flexibility in how, where and when the paid work tasks are performed, which could contribute to an imbalance between work and private life. The study is based on a qualitative approach where we conducted six semi-structured interviews with respondents aged between 25 to 40 years. The results show that the study's respondents feel that they live in an equal relationship where the unpaid work is distributed evenly between the sexes. The study finds that the respondents are more efficient at homework. Despite the difficult demarcation between work and family the respondents now feel more sufficient towards the two spheres where in the future they wish to work at varied places where they could work partly from home and partly from the office.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

41

Glad, Johan. „Assessment in Evidence-Based Practice : Psychometric Properties, Clinical Utility and Professional Co-operation from Different Perspectives of the Home Observation for Measurement of the Environment in Sweden“. Doctoral thesis, Uppsala universitet, Forskning om funktionshinder och habilitering, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-198281.

Der volle Inhalt der Quelle

Annotation:

The overall aim of the present thesis was to explore and compare professional co-operation in child welfare investigations, explore the psychometric properties, and describe the clinical utility from different perspectives of a translated Swedish version of the standardized assessment instrument the Home Observation for Measurement of the Environment (the HOME Inventory). Social workers in Sweden, Denmark, Britain, Germany, and Texas (USA) co-operated with different professionals around a fictitious child welfare case. Differences were found between and within country-based samples, indicating an unsystematic work procedure in the social work agencies studied. The psychometric properties of the translated Early Childhood version (EC-HOME) and Middle Childhood version (MC-HOME) of the HOME Inventory were explored in terms of inter-observer reliability and by Rasch analysis. The samples were authentic Swedish child welfare cases recruited from a field setting. Inter-observer reliability was satisfactory. Results were ambiguous regarding measurement construction of the two versions studied. Because of the differentiating ability of the EC-HOME and MC-HOME, total scores could provide an indication of inadequate home environments. Experiences of social work practitioners of the clinical utility of the HOME Inventory suggested that they considered the instrument to be comprehensive and have explicit potential benefits, i.e. to be clinically useful. Correspondingly, caregivers’ overall perceptions of the HOME Inventory were positive, determining the content relevant and the format acceptable. However, certain flaws have to be rectified before the HOME Inventory is to be implemented and used successfully. Further, education and the possibility to practice administering the instrument seemed to be essential conditions for future use according to social workers. When social workers and teachers’ apprehensions about support and stimulation provided by caregivers to children in their home environments were compared, preschool teachers’ apprehensions correlated poorly with the social workers’ assessment. These results suggest that the HOME Inventory is promising but cultural adaptation and further studies of psychometric properties are necessary. Different forms of support to practitioners and agencies for successful implementation are required. Awareness of the type of information provided by different sources is important when co-operating in child welfare.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

42

Lundin, Zarah, und Shahin Sarwar. „Institutional pressures from the Covid-19 pandemic and changes in organisational working practices : Challenges and arguments of managers“. Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-452915.

Der volle Inhalt der Quelle

Annotation:

The Covid-19 pandemic has created sudden changes in society and in the organisational landscape where working from home practices have been applied on a large scale to reduce the spread of the virus. The restrictions from governments and changing working environments have affected people's lifestyles. Furthermore, certain countries have also initiated formal lockdowns which has not been the case in Sweden where recommendations have been given to work from home. This research aims to find out how managers are adopting to and dealing with changing organisational practices that are impacted by different institutional pressures such as values, regulations and change. This study focuses on managers to find out how they have adjusted to working from home practices and managed challenges from it but also to understand their arguments and considerations about future work constellations. By this material we aspire to provide managers with information in terms of organising working practices when society is going back to normal which highlights risks and opportunities with working from home and future hybrid working arrangements.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

43

Vipp, Oskarsson Robin, und Hampus Johansson. „Employee Motivation in the Event of Unexpected Change : The roles of time and uncertainty in employees’ adaptability to change“. Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-104470.

Der volle Inhalt der Quelle

Annotation:

The Covid-19 pandemic has made a major impact on organizations around the world since the outburst at the beginning of 2020. This has led the organization to let their employees work remotely from home. This situation has brought challenges for the employees which in turn have been forced to adapt to a new working environment. The uncertainty of the event may impact employee motivation. is to construct a model of not yet linked theoretical understandings that supports a simulation of potential future outcomes. Specifically, this paper draws a link between current understandings of employee motivation, employees’ adaptability to change. In order to simulate the current situation of the Covid-19 pandemic, this paper invites the notion of time and uncertainty into the equation. This to be able to demonstrate and understand how a new phenomenon can affect employees' motivation when they work from home for an extended period. The model proposes time as a non-self-healing process that instead risks impairing motivation if (a) self-regulatory activities are supporting the current motivation, and/or (b) the employee denies the change. In other words, there is no indication that the old saying 'time heals all wounds' fits in this context. In addition, the model indicates that the uncertainties derived from unexpected events drive employee's individual restraining forces. This paper contributes to the existing literature on employee motivation which previously lacked a framework for how motivation can be affected through unexpected change and extended work from home. This framework can also be used for future research where it will benefit from empirical data to further strengthen or develop the model.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

44

Prather, JoNataye Arnitra. „A View from the Principal's Office: A Grounded-Theory Exploration of Principals' Perceptions of Non-Academic Barriers to Learning: Implications for School Social Work“. The Ohio State University, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=osu1276782016.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

45

Baker, Dahlia. „The Future of Work is Hybrid : Could Covid be the Catalyst for Organizations to Implement a Hybrid Workplace Model?“ Thesis, KTH, Fastigheter och byggande, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-297965.

Der volle Inhalt der Quelle

Annotation:

The pandemic has disrupted nearly every aspect of our lives, including tasks as fundamental as going to work. The change has brought with it both opportunities and challenges. The use of digital services to hold meetings, webinars and conferences has increased at an avalanche-like pace. Before the pandemic took hold, there was a more traditional view of work - with the general perception that work tasks should be performed in the office. As a stark contrast to this more traditional view of work, nearly 75 percent of Swedish workplaces was forced to switch to working remotely in a short time and many believe that this will lead to permanent changes in how Swedish offices are designed. There are numerous indications that most people want to continue working in offices in the future as well. On the other hand, the working life of the future is characterized by an increased demand for flexible solutions. Research exhibited that most organizational and work variables were considerably related with the outcome measures productivity and work satisfaction, while individual and household variables were significantly less corelated. For organizations, this is vastly beneficial, since organizational and work-related characteristic variables are far easier influenced by procedures and HR policies rather than individual work style and household factors. The work-from-home trial period induced by the pandemic has evidently unveiled the vast number of organizations who have the capabilities to implement remote work on a permanent basis and that employees highly regard the opportunity to do so. Conversely, it correspondingly exhibited how imperative the office is for colleague interaction as well as collaboration and how immensely this have been longed for the past year. This study exhibits that the East Link Project in Stockholm, Sweden would save 182 000 SEK annually per employee working remotely 2 days per week due to reduced real estate, absenteeism, turnover, emissions, continuity of operations, and increased productivity. Further, it exhibited that the average project member would save 7 260 SEK annually due to fewer expenses, 128 hours due to reduced commuting and would sleep 59 hours more per year.
Pandemin har haft verkan på nästintill samtliga aspekter av våra liv, inklusive uppgifter så fundamentala som att gå till jobbet. Omställningen har medfört både möjligheter och utmaningar. Tillämpningen av digitala tjänster för att hålla möten, webinarier och konferenser har ökat i en lavinliknande takt. Innan pandemin tog fäste förekom det en mer traditionell syn på arbete - med den allmänna uppfattningen att arbetsuppgifter bör utföras på kontoret. Som en skarp kontrast till denna mer traditionella syn på arbete tvingades nästan 75 procent av de svenska arbetsplatserna att på kort tid gå över till att arbeta på distans och många tror att detta kommer att leda till permanenta förändringar i hur svenska kontor är utformade. Mycket tyder på att de flesta också vill fortsätta arbeta på kontor i framtiden. Samtidigt som framtidens arbetsliv präglas av en ökad efterfrågan på flexibla lösningar. Tidigare studier visade att de flesta organisations- och arbetsvariabler var betydligt relaterade till produktivitet och arbetsnöjdhet, medan individuella och hushållsvariabler var betydligt mindre korrelerade. För organisationer är detta mycket fördelaktigt, eftersom organisatoriska och arbetsrelaterade karakteristiska variabler påverkas mycket lättare av procedurer och HR-policyer snarare än individuell arbetsstil och hushållsfaktorer. Försöksperioden av hemarbete som förorsakats av pandemin har tydligt uppdagat det stora antalet organisationer som har förmågan att implementera distansarbete på permanent basis och att medarbetare i hög grad uppskattar möjligheten att göra det. Samtidigt exponerade det på motsvarande sätt hur essentiellt kontoret är för såväl kollegors interaktion som för samarbete. Denna studie visar att projekt Ostlänken i Stockholm, Sverige skulle spara 182 000 kronor per år och per anställd som arbetar på distans två dagar per vecka till följd av minskad frånvaro, omsättning, utsläpp, kontorsyta, kontinuitet i verksamheten och ökad produktivitet. Slutligen visade studien att den genomsnittliga projektmedlemmen skulle spara 7 260 kronor och 128 timmar årligen till följd av minskade kostnader och minskad pendling samt skulle sova 59 timmar mer per år.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

46

Kandoussi, Malak. „Essays on the labor market : remote work, economic consequences of COVID-19 lockdowns, and establishments’relocation“. Electronic Thesis or Diss., université Paris-Saclay, 2023. http://www.theses.fr/2023UPASI016.

Der volle Inhalt der Quelle

Annotation:

Cette thèse se compose de trois chapitres qui étudient le marché du travail.Le premier chapitre se concentre sur l'impact du télétravail sur le marché du travail en utilisant une extension du modèle de recherche et d'appariement. En considérant les changements survenus dans l'économie avant et après la pandémie de COVID-19, l'objectif est de combler le fossé de données pour (i) expliquer l'augmentation de la part de travailleurs à distance suite à la crise de la COVID-19 ; (ii) étudier les effets de ce changement sur le marché du travail dans deux zones distinctes ; et (iii) évaluer les avantages potentiels du travail à domicile pour réduire les inégalités entre les régions urbaines et rurales.Le deuxième chapitre introduit un modèle d'équilibre général qui intègre les frictions d'appariement pour analyser l'impact du confinement lié à la COVID-19 sur le chômage. Le modèle est calibré sur l'expérience de la crise des subprimes, puis utilisé pour identifier les chocs de confinement spécifiques à l'emploi, ce qui lui permet de prédire les flux observés de travailleurs par diplôme. L'étude conclut que la persistance du modèle, nettement plus élevée que dans le modèle Diamond-Mortensen-Pissarides, est atténuée par les effets du CARES Act. Cette loi joue un rôle significatif dans la réduction de l'augmentation du chômage en réduisant la dynamique des séparations de travailleurs et en favorisant les embauches. Des expériences contrefactuelles menées dans l'étude montrent que l'intégration du risque variable dans le temps et des externalités liées aux coûts d'embauche est nécessaire pour expliquer efficacement la dynamique de ces crises.Le troisième et dernier chapitre se concentre sur la compréhension du processusdécisionnel des entreprises lorsqu'elles choisissent les emplacements de leurs établissements. L'étude examine comment les changements de temps de trajet domicile-travail résultant d'un déménagement d'un établissement affectent la probabilité de destruction de l'emploi et les salaires. Une augmentation du temps de trajet due à un déménagement conduit à une probabilité plus élevée de séparation, avecdes effets deux fois supérieurs pour les déménagements du centre en banlieue. Afin de préserver la relation d'emploi, les établissements qui déménagent en banlieue augmentent les salaires des travailleurs qualifiés, en particulier ceux résidant dans le centre de Paris. En revanche, nous ne trouvons pas que les entreprises baissent les salaires des travailleurs bénéficiant d'une baisse du temps de trajet suite au déménagement
This thesis consists of three chapters that study labour market.The first chapter focuses on examining the impact of working from home on the labor market outcomes using an extension of the search and matching model. By considering the changes that have occurred in the economy before and after the COVID-19 pandemic, the objective is to address the data gap to (i) explain the increase in the share of remote workers following the COVID-19 crisis; (ii) investigate the effects of this shift on labor market outcomes in two distinct areas; and (iii) assess the potential benefits of working from home in reducing inequalities between urban and rural regions.The second chapter introduces a general equilibrium model that incorporates matching frictions to analyze the impact of the COVID-19 lockdown on unemployment. The model is calibrated on the subprime-crisis experience and is then used to identify the job-specific lockdown shocks, allowing it to predict the observed worker flows by diploma. The study finds that the persistence of the model, which is notably higher than in the DiamondMortensen-Pissarides model, is mitigated by the effects of the CARES Act. This act plays a significant role in reducing the increase in unemployment by reducing the dynamics of worker separations and promoting job hires. Counterfactual experiments conducted in the study demonstrate that incorporating time-varying risk and externalities related to hiring costs are necessary to effectively explain the dynamics of these crises.The third and final chapter focuses on understanding the decision-making process of firms when selecting the locations for their establishments. The study investigates how changes in commuting time resulting from different types of relocations impact job separation and wages. The findings indicate that an increase in commuting time due to a relocation leads to a higher probability of job separation. In order to maintain the employment relationship, establishments that move to the suburbs tend to increase the wages of skilled workers, particularly those residing in the city center. Conversely, no evidence is found to support wage adjustments for establishments relocating to the center, and there is no indication of wage cuts for workers for whom commuting time decreases as a result of the relocation of their establishment

APA, Harvard, Vancouver, ISO und andere Zitierweisen

47

Rosquist, Oscar. „Adapting to the new remote work era : Improving social well-being among IT remote workers through scheduled digital social interactions“. Thesis, KTH, Skolan för elektroteknik och datavetenskap (EECS), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-298027.

Der volle Inhalt der Quelle

Annotation:

In 2020, the world was struck by the Covid-19 pandemic. Recommendations to limit physically meeting with others caused somewhat of a paradigm shift in how office workers perform their work. A massive shift to remote work occurred and exposed the workforce to the remote work’s shortcomings and problems. Based on a literature study, remote workers were found to lack social interactions that happen automatically in an office. Therefore, a proposed solution of scheduling regular, social, and informal interaction sessions was tested in an experiment using Microsoft Teams with full-time, remote IT workers. To facilitate informal social interactions during these experiment sessions, the participants were allowed to play a few different games, participate in social activities or not participate at all. Analysis of the results from the experiment showed a slight improvement in the measured factors over the course of the experiment. However, only a decrease in emotional exhaustion was found to be statistically significant. Therefore, the results are insufficient to argue for or against the implementation of regular informal social interactions with a goal of improving employees’ remote working environment. The experiment had several areas which could be improved, particularly the scale and availability of the experiment. Future research should take into account the suggested areas of improvement for the experiment, specifically scaling up a similar experiment in order to support or refute the implementation of regular social interactions as part of a remote working environment. The increase in remote work is believed to persist in the future. Therefore, the drawbacks of remote work merit additional research to uncover techniques to mitigate them. Moreover, due to the nature of their work, IT workers have ample opportunities to work remotely. A suitable environment in which to work remotely can help them benefit from remote work while experiencing less of its negative effects.
Under början av året 2020 drabbades världen av Covid-19 pandemin. Rekommendationer att minimera fysisk kontakt med andra människor förändrade kontorsarbetares arbetsmiljö drastiskt. En omfattande förflytterlse av arbete till distansarbete skedde och syngligjorde dess nackdelar. Denna ökning av distansarbete förväntas fortsätta i framtiden. Nackdelarna hos distansarbete meriterar ytterliggare undersökningar kring tillvägagångsätt för att reducera dem. En av de vanligaste rapporterade nackdelarna är den socialt isolerande effekten. Detta examensarbete kommer fokusera på att undersöka hur man kan reducera den socialt isolerande effekten av distansarbete på heltid hos IT-arbetare. IT-arbetares arbetssätt har stora möjligheter för distansarbete. Därför skulle en bra miljö för distansarbete gynna IT-arbetare och göra det möjligt för fler individer att ta del av fördelarna från distansarbete. Innan pandemin var distansarbetare selektivt utvalda utefter deras personliga möjligheter att lyckas. Under pandemin så har även de individer som passar mindre bra för distansarbete även behövt jobba på distans. Detta gör det möjligt att undersöka möljliga förbättringsätt för fler typer av individer. Baserat på en literaturstudie så har det tydligjorts att distansarbetare saknar den sociala interaktion som sker automatistk i en kontorsmiljö. På grund av detta så föreslogs och testades en möjlig lösning av planerade, regelbundna, sociala och informella tillfällen över Microsoft Teams som ett experiment. För att främja informella och sociala interaktioner under experimenttillfällena så fick deltagarna spela ett par olika spel eller utföra aktiviteter med varandra. Resultaten pekar mot en liten förbättring från experimentet men endast en minsking av känslomässig utmattning var statistiskt significant. Det fanns flera förbättringsområden för experimentet. Sammanfatningsvis var storleken av experimentet och tiden för det, de stora förbättringsområdena. Resultaten är inte starka nog för att kunna tala för eller emot implementerandet av regelbundna, informella, sociala interaktioner med ändamålet att förbättra miljön för distanarbete. Framtida forskning bör ta hänsyn till förbättringsområdena och undersöka en upskalad variant av ett liknande experiment.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

48

Kylén, Matilda, und Amanda Johansson. „Hemarbete vs platsförlagt arbete : En kvalitativ studie om effekten den geografiska platsen för arbetet har på motivation, kommunikation & sammanhållning inom team“. Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-20204.

Der volle Inhalt der Quelle

Annotation:

Covid-19 pandemin, en kris som varit aktuell sedan början av år 2020, förändrade den geografiska platsen för arbetets utförande till följd av restriktionen gällande hemarbete. Syftet med denna studie var därför att undersöka vad som skiljt platsförlagt arbete och hemarbete åt med avseende på faktorerna motivation, kommunikation och sammanhållning. Dessa faktorer är centrala delar av arbetsmiljön och vi ville därför se om de påverkats när arbetsmiljön förändrat. För att kunna utreda valt problemområde nyttjades den kvalitativa datainsamlingsmetoden, med ansatsen semistrukturerad intervju. Under genomförande fanns ett flertal förutbestämda frågor med utrymme för respondenterna att tillägga information som var av värde för studien. Metoden valdes då vi ville få respondenters åsikter och erfarenheter kring hur faktorerna skiljt sig åt beroende på den geografiska platsen för arbetets utförande. I den teoretiska referensramen presenteras de valda faktorerna motivation, kommunikation och sammanhållning utförligt. I analysavsnittet kopplas teori och empiri samman, samt jämförs med tidigare studiers resultat. Studien visade på att Covid-19 haft störst påverkan gällande motivation vid hemarbete, men även förändrat vissa delar vid platsförlagt arbete. Kommunikationen påverkades positivt vid hemarbete men negativt vid platsförlagt arbete, slutligen påverkades sammanhållningen negativt enligt respondenterna. Avslutningsvis ges fyra rekommendationer för att förbättra arbetsmiljön.
The Covid-19 pandemic, a crisis that has been relevant since the beginning of 2020, changed the geographical location of the work performance as a result of the restriction which introduced work from home. The purpose of this inquiry was therefore to study how work from the original workplace and work from home differed regarding motivation, communication and cohesion. These factors are central parts of the work environment and therefore we wanted to see if they were affected by the change of work environment. In order to be able to investigate the selected problem area, the qualitative data collection method was used, with the semi-structured interview approach. During implementation, there were a number of predetermined questions with room for the respondents to add information that was of value to the study. The method was chosen because we wanted to obtain the respondents experiences and opinions regarding how the factors differed depending on the geographical location of the work performance. In the theoretical frame of reference, the selected factors motivation, communication and cohesion are presented. In the analysis section, theory and empiricism are contextualized with previous studies. The study showed that Covid-19 had the greatest impact on motivation regarding work from home, but also affected certain parts of work from the workplace. The communication had a positive effect on work from home but a negative effect on work from the workplace, and finally the respondents experienced a negative effect on cohesion. Finally, four recommendations were given to improve the work environment.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

49

Palmgren, Patrik, und Per Schylström. „Styrning av informationssäkerhet vid hemarbete : En fallstudie om styrning av informationssäkerhet i förhållande till hemarbete“. Thesis, Linköpings universitet, Informationssystem och digitalisering, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-176047.

Der volle Inhalt der Quelle

Annotation:

Under Covid-19-pandemin har organisationer med hjälp av digitaliseringen genomgått en omställning från kontorsarbete till hemarbete i en större utsträckning än tidigare. Förflyttningen av personal till hemmet och nya kommunikationskanaler har lett till en ökad hotbild gentemot organisationer och dess medarbetare som arbetar med känslig information. Höga krav ställs därför på en god informationssäkerhetsnivå inom organisationer, vilket kräver ett systematiskt styrningsarbete av informationssäkerhet. En nyckelfaktor i efterlevnaden av organisationers regler för informationssäkerhet är tydlig kommunikation och utbildning i syfte att öka medvetenheten och förmågan hos medarbetarna i organisationen. Genom en kvalitativ ansats beskriver denna fallstudie hur olika medarbetare som arbetar hemifrån kan uppleva informationssäkerhet och hur en organisation kan arbeta med styrning av informationssäkerhet i samband med att medarbetarna arbetar hemifrån. Studien presenterar också likheter och skillnader som finns mellan dessa två perspektiv. Vi har genomfört åtta intervjuer med olika personer från en fallorganisation som har flyttat större delen av sin arbetsstyrka från arbetsplatsen till hemmet. Studiens resultat är att efterlevnaden av informationssäkerhet är beroende av en organisations kultur och personalens säkerhetsmedvetande. Motivationsfaktorer för att följa regler för informationssäkerhet har i fallet följt delarna i Protection Motivation Theory och Fogg Behavior Model. Vi ser också att borttagandet av sociala kontakter och påminnelser försvårar för medarbetare att arbeta på ett informationssäkert sätt och för organisationen att påverka sina medarbetare. Vidare är också avsaknaden av kontroll vid utbildning och kommunikation en faktor som är organisationen inte har åtkomst till, detta är ett problem då det försvårar för en organisation att bygga en bild över medarbetarnas kompetens. Insatser för att öka medvetenheten om informationssäkerhet bör ske löpande och det ska vara enkelt för medarbetaren att göra rätt och hitta väsentlig information.
During the Covid-19 pandemic, organisations have shifted from office work to work at home to a greater extent than before with the help of digitalisation. The shift of staff to the home and new communication channels have led to an increased threat to organisations and their employees working with sensitive information. High standards of information security are required within organisations, which calls for great governance efforts regarding information security. Clear communication and training to increase the awareness and capability of employees in the organisation is a key factor in ensuring compliance with the organisation's information security rules. Through a qualitative approach, this case study describes how different employees working from home experience information security efforts and how an organisation can work on information security governance. The study also presents similarities and differences that exist between these two perspectives. We conducted eight interviews with different people from different parts of an organisation that has moved most of its workforce from the workplace to their home. The findings of the study are that compliance with information security is dependent on an organisation's culture and the security awareness and ability of its staff. Motivational factors for information security compliance in the case followed the elements of Protection Motivation Theory and Fogg's Behavior Model. We also see that the removal of social contacts and reminders makes it more difficult for employees to work in an information-secure manner and for the organization to influence its employees. Furthermore, the lack of control in training and communication is also a factor that is not accessible to the organisation, this is a problem as it makes it difficult for an organisation to build a picture of the competence of its employees. Efforts to raise awareness of information security should be ongoing and it should be easy for employees to do the right thing and find essential information.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

50

Wallin, Hanna. „Social arbetsmiljö vid arbete hemifrån : En kvalitativ studie om upplevelser av den sociala arbetsmiljön vid arbete hemifrån under Covid-19 pandemin“. Thesis, Högskolan i Gävle, Avdelningen för arbetshälsovetenskap och psykologi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-36302.

Der volle Inhalt der Quelle

Annotation:

I och med rådande covid-19 pandemi har flera restriktioner införts som bland annat social distansering och att arbeta hemifrån om möjlighet finns, som en följd av pandemin och dess restriktioner har våra sociala kontakter minskat både på arbetet och privat. Det har tidigare rapporterats om både för-och nackdelar med att arbeta hemifrån och effekten på den arbetsrelaterade hälsan skiljer sig i tidigare forskning. Många tidigare studier som berör covid-19 och arbetshälsa är utförda i andra länder med hårdare restriktioner och andra förutsättningar, det finns därför en kunskapslucka och det upplevs också finnas behov av mer forskning kring hur förutsättningar i vår arbetsmiljö har förändrats i och med covid-19 pandemin. Syftet med studien är att undersöka hur medarbetare upplever sin sociala arbetsmiljö vid arbete hemifrån under covid-19 pandemin. Denna studie är en kvalitativ studie med semistrukturerade intervjuer som metod och intervjuerna utfördes genom digitala kommunikationsverktyg. Studien innefattar 10 informanter som arbetar inom en kommunal sektor som i och med pandemin arbetar hemifrån. Resultatet visade att de upplevde sin sociala arbetsmiljö som väldigt annorlunda med endast digital kontakt med kollegor och chef. Upplevelser av den sociala arbetsmiljön innefattade färre sociala och spontana kontakter, dock försökte informanterna att prata kontinuerligt med sina kollegor och det upplevdes viktigt att stötta varandra. De upplevde också fördelar och nackdelar med att kommunicera via digitala verktyg men upplevelsen var att samarbetet med kollegor fungerade bra även om det fanns vissa svårigheter. Informanterna hade olika upplevelser av kontakten med chef och möjligheterna till att få stöd.
With the current COVID-19 pandemic, several restrictions have been introduced, including social distancing and working from home if possible, as a result of the pandemic and its restrictions, our social contacts have decreased both at work and in private life. There have been previous reports of both the pros and cons of working from home and the effect on work-related health differs in previous research. Many previous studies concerning COVID-19 and occupational health have been carried out in other countries with tighter restrictions and other conditions, there is therefore a knowledge gap and there is also a need for more research into how conditions in our work environment have changed with the COVID-19 pandemic. The purpose of the study is to investigate how employees experience their social work environment when working from home during the COVID-19 pandemic. This study is a qualitative study with semi-structured interviews as a method and the interviews take place through digital communication tools. The study includes 10 informants who are working from home during the pandemic. The results showed both that the informants perceived their social work environment as very different with only digital contact with colleagues and managers. Experiences of the social work environment included fewer social and spontaneous contacts, however, the informants tried to talk continuously with their colleagues and it felt important to support each other. They also experienced the advantages and disadvantages of communicating through digital tools, but the experience was that the collaboration with colleagues worked well even though there were some difficulties. The informants had different experiences of contact with the manager and the possibilities for receiving support.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Dissertationen zum Thema „Work from home for mums“

Geben Sie eine Quelle nach APA, MLA, Chicago, Harvard und anderen Zitierweisen an