Academic literature on the topic 'Work life balance och Leadership'
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Journal articles on the topic "Work life balance och Leadership"
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Patrick, Harold Andrew. "Editorial." Ushus - Journal of Business Management 13, no. 2 (June 15, 2014): v—vi. http://dx.doi.org/10.12725/ujbm.27.0.
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This issue focuses on Organizational Citizenship Behaviour (OCB) and its influence on performance of employees in various organizational settings. The first three articles reinforce the fact that OCB is critical to organizations and do influence a number of output variables, thus increasing overall organizational effectiveness. The fourth article explores systematically foreign exchange in the Indian IT Sector. OCB over the last four decades has received a lot of attention and has contributed considerably to the literature of Psychology and Management. Individuals who make up organizations exhibit a range of behaviours from just maintaining affiliation to involving in extra role behaviour by going the extra mile for one’s own and the organization’s benefit. These discretionary behaviours not defined nor rewarded by organizations that go beyond job descriptions are termed OCB. These behaviours are positive for organizational sustainability and benefits both employees and managers. Sonam’s article on a mining company found positive relationship between leadership and OCB. Personality of employees and leadership was found to influence OCB. She recommends the use of personality tests in employee selection to increase the likelihood to exhibit OCB which will help improve organizational effectiveness. For leader to be effective there must be an adequate and reasonably well balanced development in areas such as thoroughness, fairness, communication and so on. Aditi, Sanjeela and Jain’s study focus on social expectations, desire for personal growth, values system, professional attitude, teaching methodology and skill’s effect on OCB of teachers in higher education. They found significant relationship between age and professional attitude, teaching methodology & skills, experience and value system, teaching methodology & skills, educational qualification and social expectation, desire for professional growth, value system and professional attitude. They suggest teachers to go beyond the syllabus, better work–life balance, faculty empowerment and a better remuneration as strategies for increased engagement and OCB.
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Mattock, Sarah L. "Leadership and Work–Life Balance." Journal of Trauma Nursing 22, no. 6 (2015): 306–7. http://dx.doi.org/10.1097/jtn.0000000000000163.
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Powell, Suzanne K. "Work–Life BALANCE." Professional Case Management 23, no. 5 (2018): 235–39. http://dx.doi.org/10.1097/ncm.0000000000000317.
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Iddagoda, Anuradha, Eglantina Hysa, Helena Bulińska-Stangrecka, and Otilia Manta. "Green Work-Life Balance and Greenwashing the Construct of Work-Life Balance: Myth and Reality." Energies 14, no. 15 (July 28, 2021): 4556. http://dx.doi.org/10.3390/en14154556.
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Some of the frequently used buzz words in the corporate sector include green leadership, green human resource management, green employee engagement and green work-life balance. The intention of this article is to identify and examine the logical reasons that govern “green work-life balance” or, in simple terms, “greenwashing” work-life balance. The paper also aims at providing a comprehensive conceptualization of work-life balance, while thoroughly examining the components of measuring the construct. Based on a cross-sectional study in the banking industry with a sample of 170 managerial employees, this study analyzes the impact of work-life balance on employee job performance mediated by employee engagement. Results support the assumed relationship between work-life balance and employee job performance embedded in employee engagement. The theoretical contribution of this study concerns the application of role behavior theory to describe the mechanisms shaping the relationship between work-life balance and job performance through employee engagement. The practical implications of the paper include recommendations for improving job performance by enhancing the work-life balance and strengthening employee engagement.
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Van Allen, Linda. "Give yourself permission to balance work and life." Nurse Leader 2, no. 2 (April 2004): 40–42. http://dx.doi.org/10.1016/j.mnl.2004.01.009.
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Jamieson, Isabel, Ray Kirk, and Cathy Andrew. "Work-Life Balance: What Generation Y Nurses Want." Nurse Leader 11, no. 3 (June 2013): 36–39. http://dx.doi.org/10.1016/j.mnl.2013.01.010.
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Mrs.Prerna Nair, Mrs Prerna Nair. "Effective Leadership-Employee Retention-Work Life Balance: A Cyclical Continuum." IOSR Journal of Business and Management 10, no. 3 (2013): 80–86. http://dx.doi.org/10.9790/487x-1038086.
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Braun, Susanne, and Claudia Peus. "Crossover of Work–Life Balance Perceptions: Does Authentic Leadership Matter?" Journal of Business Ethics 149, no. 4 (February 16, 2016): 875–93. http://dx.doi.org/10.1007/s10551-016-3078-x.
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Kelly, Lesly A., Cindy Lefton, and Shelly A. Fischer. "Nurse Leader Burnout, Satisfaction, and Work-Life Balance." JONA: The Journal of Nursing Administration 49, no. 9 (September 2019): 404–10. http://dx.doi.org/10.1097/nna.0000000000000784.
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Smith, Deborah N., Deborah Roebuck, and Terri Elhaddaoui. "Organizational Leadership and Work-Life Integration: Insights from Three Generations of Men." Creighton Journal of Interdisciplinary Leadership 2, no. 1 (May 14, 2016): 54. http://dx.doi.org/10.17062/cjil.v2i1.31.
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<p>The literature has traditionally portrayed work-life balance as a women’s issue. However, working men, specifically those classified as Generation X and Generation Y, are starting to speak up and share that they too are struggling with integrating all aspects of their lives. Workers, as well as organizations can benefit when employees have a healthy work-life balance; however, the specific role of organizational leadership must be examined to determine the influence leaders play in assisting employees achieve work-life balance. In addition, further insight is needed to understand how employees in the three generations (Millennials/Gen Y, Gen X, and Baby Boomers), which predominantly comprise the current workplace, view organizational leadership in relationship to work-life balance. Since the voices of women have been studied extensively (Eagly & Carli, 2007; Favero & Heath, 2012; Guillaume & Pochic, 2009; Jyothi & Jyothi, 2012; Roebuck, Smith & Elhaddaoui, 2013; Schueller-Weidekamm & Kautzky-Willer, 2012), this exploratory study examines the perspectives of working men by asking how different generations of men view organizational leadership in light of work-life balance. The researchers used a convenience sample to invite men to participate in an online survey about organizational leadership, work-life balance and generational factors. One hundred one participants provided data, which the authors analyzed using qualitative data analysis techniques. Three major themes emerged. First, Generation Xers and Millennials, in particular, feel more pressure than Baby Boomers to be at home, in the community; and if they are fathers, to be present in their children’s lives. Second, technology both helps and hinders men in integrating their personal and professional lives. Third, organizations are generally more supportive of men’s multiple life roles than they were previously. However, most of the study participants still perceived that putting work first was tantamount to receiving a leadership position. A general conclusion from this exploratory study is work-life balance greatly influences men’s decisions to pursue organizational leadership opportunities. Consequently, the results suggest that organizations, in their effort to acquire and retain talented leaders, should explore and embrace new strategies that support employees in their endeavor to achieve work-life balance.</p>
Dissertations / Theses on the topic "Work life balance och Leadership"
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Saxin, Evelina, and Vilma Gustafsson. "Är distansarbete framtidens arbetssätt? : En kvalitativ studie om chefers upplevelser av distansarbete och gränsdragningsstrategier." Thesis, Högskolan Dalarna, Institutionen för kultur och samhälle, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:du-37479.
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Under december 2019 upptäckte smittskyddsmyndigheten ett nytt coronavirus från Kina som kan ge sjukdomen covid-19. Viruset spred sig snabbt globalt och blev en pandemi. För att minska på smittspridningen och begränsa den fysiska kontakten så övergick många arbetsplatser till distansarbete. Syftet med studien är att utveckla kunskap om hur det ofrivilliga distansarbetet påverkar chefers arbetssituation och balans samt vilka strategier de använder sig av för att upprätthålla en god balans mellan arbete och privatliv när arbetsplatsen och hemmet, som tidigare varit två starkt åtskilda domäner, i stället delar på samma plats. Undersökningens empiriska material har samlats in genom åtta kvalitativa semistrukturerade intervjuer och sedan analyserats med utgångspunkt i Clarks (2000) modell kring gränsteori. Vi valde att avgränsa studiens urvalsgrupp till individer med någon form av chefsposition som i samband med covid-19 tvingats att arbeta på distans. Resultatet visar på att informanternas upplevelser och strategier för gränsdragning skiljer sig åt beroende på individuella förutsättningar, som till exempel ålder, hur mycket arbetslivserfarenhet individen har eller familjesituation. Vissa av informanterna har som strategi att bryta arbetsdagen med en promenad eller liknande, andra började i stället dagen med att göra sig i ordning som om de ska till den fysiska arbetsplatsen. De individer som föredrog att segmentera domänerna såg framför allt till att stänga av notiser på mejlen efter att arbetsdagen tagit slut. De av informanterna som i stället valde att integrera domänerna gjorde det bland annat genom att vara tillgänglig på tekniska hjälpmedel utöver arbetstiden. Avslutningsvis kan vi dra slutsatsen utifrån tidigare forskning och studiens resultat att distansarbete kommer till viss del fortsätta även efter covid-19 pandemin.In December 2019, the authorities discovered a new coronavirus from China that could cause the disease covid-19. The virus spread rapidly globally and soon became a pandemic. To reduce the spread of infection and limit physical contact, many workplaces switched to teleworking. The purpose of the study is to develop knowledge about how involuntary telework affects managers' work situation, balance, and what strategies they use to maintain a good balance between work and private life. Previously work and home were two separate domains, however since individuals must work from home now, it is becoming increasingly important to be able to draw a line and separate work from private life and not to risk blurring the boundaries between them. The studies empirical material has been collected through eight qualitative semi-structured interviews and then analyzed based on Clark's (2000) model on boundary theory. We chose to limit the studies sample group to individuals with some form of managerial position who in connection with covid-19 were forced to work remotely. The results show that the informants experiences and strategies for demarcation differ depending on individual conditions, such as age, how much work experience the individual has or family situation. Some of the informant’s strategy is to break the working day with a walk or something similar, others instead started the day by getting ready as if they were going to the physical workplace. The individuals who preferred to segment the domains mainly made sure to turn off notifications on the email after the working day ended. Those of the informants who instead chose to integrate the domains did so, among other things, by being available on technical aids in addition to working hours. Finally, we discuss the results of the study based on purpose and questions and previous research.
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Gustafsson, Amanda, and Emilia Lindholm. ""Flexibelt arbete är bra men…" : En kvalitativ studie om flexibelt arbete och gränsdragningsstrategier utifrån ett chefsperspektiv." Thesis, Högskolan Dalarna, Personal och arbetsliv, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:du-27828.
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Syftet med studien är att undersöka hur chefer upplever flexibelt arbete samt hur de använder sig av gränsdragningsstrategier för att hantera balansen mellan arbete och privatliv. Studien har baserats på frågeställningar gällande hur chefer ser på det flexibla arbetet, hur krav/kontroll/stöd och balans påverkar chefers hälsa, hur förhållandet mellan arbete och privatliv ser ut samt vilka gränsdragningsstrategier som används. Studien visar på att cheferna har en positiv uppfattning om flexibelt arbete men att det finns svårigheter kring hur flexibiliteten ska hanteras. Vidare visar resultatet i studien att cheferna önskar en balans mellan arbete och privatliv, vilket de får genom en hårddragen gräns som vissa av cheferna dock saknar. Resultatet visar också på att cheferna är i behov av stöd från arbetsgivare, chef och omgivning och att de uppskattar ett stödjande och öppet klimat där de tillåts diskutera kring arbetssituation och hur de hanterar det flexibla arbetslivet. En kvalitativ metod valdes för studien som sedan genomfördes i form av semistrukturerade intervjuer tillsammans med sex chefer som valdes på grund av deras flexibla arbetsliv. Svaren från intervjuerna analyserades sedan gentemot relevanta teorier och tidigare studier inom ämnet.The purpose of this study is to investigate how managers experience flexible work and how they use work balance strategies to be able to handle the balance between work and private life. The study is based on questions regarding how managers experience flexible work, how high demand-low control and balance affects managers health, how the relationship between work and private life looks like and what work balance strategies that are being used. The study shows that the managers have positive experiences with flexible work but that there are difficulties with how the flexibility should be handled. Furthermore, the results of the study show that the managers would like to have a certain balance between work and private time which they get with set limits. However, some managers lack these limits. The results also show that the managers require support from their managers, employers and work environment and that they appreciate a supporting and open work environment where they are allowed to discuss their work situation and how they handle flexible work. A qualitative method was chosen for the study which was done as a semistructured interviews with six managers who were chosen because of their flexible work. The answers from the interviews were analysed and compared with relevant theories and earlier studies in the subject.
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Lindgren, Anne. "”Att jobba långsamt vore ju inte i linje med syftet” : En intervjustudie om digitala arbetssätt och livsbalans hos ledarskapsroller inom kunskapsintensivt arbete." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-300374.
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I denna studie undersöks hur personer med ledarskapsroller inom kunskapsintensivt arbete (LIKA) upplever att möjligheterna och utmaningarna med digitala arbetssätt på distans påverkar deras arbete och deras välmående. Studien baseras på semi-strukturerade intervjuer med 13 deltagare med sådan yrkesbefattning, och resulterar i en bred mängd möjligheter från digitala arbetssätt – som exempelvis att arbetet blir mer effektivt och kan utföras oberoende av tid eller geografisk plats. Eftersom dessa digitala arbetssätt däremot är så pass nya förekommer även en del utmaningar, då hanteringen av denna teknik fortfarande är under en inlärningsperiod. Några av utmaningarna som deltagarna i denna studie uttryckt är att förväntningarna på hastigheten som arbete utförs i ökar med digitala hjälpmedel, samt att det är svårare att särkoppla arbete och privatliv eftersom båda dessa är så lättillgängliga med hjälp av informations- och kommunikationsteknik (IKT). Under det distansarbete som deltagarna utövat upplevde de även en ökad svårighet att separera arbete från privatliv eftersom dessa delade samma fysiska yta: hemmet. Effektiviteten och tillgängligheten bidrar till en ökad upplevelse av flexibilitet och att själv kunna styra över sin tid. Detta upplevdes som positivt av deltagarna, och enligt föreliggande forskning är dessa faktorer centrala för att uppfylla delar av livsbalansens dimensioner, som enligt studier är väsentligt för välmående. Genom digitala arbetssätt får således deltagarna en förbättrad livsbalans eftersom de själva har möjlighet att styra över sin tid samtidigt som deras produktivitet ökar. Med uteslutande digitala arbetssätt blir däremot gemenskapen på arbetsplatsen bristande. Deltagarna önskade därför att efter rådande pandemi orsakad av COVID-19 kunna kombinera digitala arbetssätt med traditionella arbetssätt på sin arbetsplats, och på så vis kunna träffa sina kollegor fysiskt och känna en starkare tillhörighet till sin arbetsgrupp. Genom exklusivt arbete kunde deltagarna utföra sitt arbete, men saknade ändå traditionella arbetssätt på grund av de sociala faktorerna. Digitalt arbete kan därför ses ha praktiska fördelar, men emotionella utmaningar, och en kombination av båda – traditionellt arbete på arbetsplatsen och digitalt arbete på distans – torde därför kunna bidra till ökad produktivitet, en förstärkt frihetskänsla och en bevarad social gemenskap, och således gynna individens livsbalans och välmående.This study examines how people with managerial positions within knowledge intensive work experience that the opportunities and challenges of remote digital work affects their work and their well-being. In the study, 13 semi-structured interviews were conducted with individuals of such positions, and resulted in a broad variety of possibilities derived from digital work – e.g. being able to work more efficiently and regardless of time or place. Nonetheless, due to digital work still being relatively new, challenges also arise as a consequence of being in a learning process of how digital work may be handled. Some of the challenges mentioned by the participants of the study include the speed of which work is expected to be performed at when utilizing digital tools, or that the separation between work and private life has been aggravated due to the increased accessibility. Additionally, as a consequence of the current pandemic, the participants were working remote from their homes, which was explained as a factor contributing to a heightened difficulty of separating their work life from their private life. The reason for this being work life and private life sharing the same physical space: their homes. However, the participants described the gained efficiency and availability from digital work as contributing to an increased experience of flexibility and being in control of their time and productivity. This was described as a positive effect of digital work, and according to theory essential to improve life balance. Hence, the participants have a possibility of improved life balance through digital work as it allows them to control their time whilst also improving their productivity. Nevertheless, the participants still aspired for a combination of digital work and traditional work post pandemic, due to the solidarity within the workplace being experienced as insufficient via solely digital mediums. Therefore, a combination of digital work and traditional work was desired to allow for effective work without social diminution. The employees could perform their work through exclusively digital mediums, yet still expressed missing traditional ways of working due to the social factors. Digital ways of working may therefore be seen as with practical benefits, and emotional challenges. A combination of digital and traditional work could therefore maximize productivity and increase flexibility whilst still maintaining social connections, thus favoring life balance and well-being.
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Mattsson, Hilda, Linnéa Bohlin, and Jonthan Björkqvist. "Effekter av det påtvingade distansarbetet : En studie om hur medarbetare upplever att det påtvingade distansarbetet påverkar motivationen." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-105562.
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Bakgrund: Företag blir alltmer beroende av sina medarbetare då organisationens värdeskapande process till stor del sker genom dem. Det är således viktigt att motivera, bibehålla och utveckla sina medarbetare. Tidigare studier om hur motivationen påverkas av distansarbete skiljer sig åt, där vissa menar att distansarbetet har en positiv inverkan på motivationen medan andra menar motsatsen. Innan Covid-19-pandemin har distansarbetet skett på en mer frivillig nivå men till följd av Covid-19-pandemin har många företag varit tvungna att införa det. Syfte och problemformulering: Syftet med studien är att öka förståelsen för hur medarbetare upplever att motivationen påverkas av det påtvingade distansarbetet. Studiens problemformulering är “Hur upplever medarbetare som innan Covid-19-pandemin inte arbetade på distans samt medarbetare som innan Covid-19-pandemin arbetade deltid på distans att motivationen har påverkats av det påtvingade distansarbetet?” Litteraturgenomgång: I litteraturgenomgången presenteras teorier kring konceptet motivation där inre och yttre motivation samt amotivation behandlas. Även teorier kring distansarbetet presenteras där kommunikation och work life balance behandlas. Metod: Vid genomförandet av studien har forskarna i föreliggande rapport använt sig av en kvalitativ metod. För att samla in det empiriska materialet har forskarna använt sig av semistrukturerade intervjuer. Det har intervjuats fyra respondenter som innan Covid-19-pandemin inte arbetade på distans samt fyra respondenter som innan Covid-19-pandemin arbetade deltid på distans. Slutsats: Det har framgått att det påtvingade distansarbetets påverkan på motivationen är oberoende av ifall medarbetaren har en vana av distansarbete eller inte. Det framgår snarare att det är hur väl medarbetarens individuella behov uppfylls som avgör hur motivationen påverkas av det påtvingade distansarbetet.Background: Companies are becoming increasingly dependent on their employees, as the organization's value-creating process largely takes place through them. It is thus important to motivate, retain and develop the company's employees. Previous studies on how motivation is affected by teleworking differ, where some believe that telework has a positive effect on motivation while others believe the opposite. Before the Covid-19 pandemic, teleworking took place on a more voluntary level, but as a result of the Covid-19 pandemic, many companies have had to implement it. Purpose and research question: The purpose of the study is to increase the understanding of how employees feel that motivation is affected by the forced distance work. The study's research question is "How do employees who before the Covid-19 pandemic did not work remotely and employees who before the Covid-19 pandemic worked part-time remotely feel that motivation has been affected by the forced telework?" Literature review: The literature review presents theories about the concept of motivation, where internal and external motivation as well as amotivation are treated. Theories about telework are also presented where communication and work life balance are treated. Method: The researchers in the present study have used a qualitative method. To collect the empirical material, the researchers used semi-structured interviews. Four respondents who before the Covid-19 pandemic did not work remotely and four respondents who before the Covid-19 pandemic worked part-time remotely were interviewed. Conclusion: It has emerged that the impact of forced telework on motivation is independent of whether the employee has a habit of telework or not. It is rather clear that it is how well the employee's individual needs are met that determines how motivation is affected by the forced distance work.
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Onerhed, Carolin. ""Går inte att vara superkvinna" : Kvinnliga chefers upplevelse av ”work-family conflict”." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-36219.
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Tidigare forskning visar på att en konflikt mellan arbete och familj är något som kan drabba alla, har olika bakomliggande faktorer och påverkar bland annat det subjektiva välbefinnandet. Det som har störst påverkan på konflikten är arbetsrelaterade faktorer. Syftet med studien var att undersöka kvinnliga chefers upplevelse av konflikten samt olika aspekter som de upplever kan påverka konflikten, både positivt och negativt. Deltagarna i den studien var 8 kvinnliga chefer som har eller har haft barn i åldern 2–10 år under perioden som chef. Resultatet visar på att konflikten varierar i grad utefter arbetsbelastning och kan påverkas med hjälp av en öppen och förstående arbetsplats som möjliggör planering och skapandet av sociala relationer. Förhoppningar finns om att studien ska bidra till att minska konflikten hos de individer som upplever den och öka det subjektiva välbefinnandet.
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Dryselius, Alexander, and Joel Pettersson. "Motivation in the Remote Workplace : Understanding the Threats and Opportunities to Motivation During Enforced Remote Work." Thesis, KTH, Industriell ekonomi och organisation (Inst.), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-290792.
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In the wake of the Covid-19 pandemic, organizations across the world have been forced to move operations into the homes of its employees. This shift has dramatically changed the individual workplace contexts that employees are subject to, raising questions about which effects this will have on employee motivation. As levels of motivation relates to both productivity and well-being of individuals, it is critical that organizations know how motivation can be facilitated in a remote working (or “teleworking”) context so as to safekeep the productivity and well-being of their employees. Through semi-structured interviews, this study gathers the opinions and experiences of employees from five different companies in knowledge intensive sectors. Analysing this material we constructed seven recurring themes that were related to motivation. Viewing these themes through a theoretical framework based on previous studies of remote working, the Job Demands-Resources Model, and Self-Determination Theory we conclude that teleworking affects motivation in the areas of lacking social interaction, the level of informational transparency in the organization, challenges to work-life balance, a responsibility shift between managers and employees, troubles reaching out for support, digital meetings, and perceptions of learning. We conclude the study by providing managers and employees with lists of practical guidelines that can help them facilitate motivation in the teleworking context.I kölvattnet av Covid-19-pandemin har organisationer över hela världen tvingats flytta verksamheten till de anställdas hem. Denna förändring har dramatiskt förändrat individernas egna arbetsplatskontexter. Detta väcker frågor om vilka effekter detta kommer att få på anställdas motivation. Eftersom motivation är relaterat till produktivitet såväl som välbefinnande hos individer är det avgörande att organisationer vet hur motivation kan underlättas i ett fjärranslutet (eller"distansarbetande") sammanhang för att skydda sina anställdas produktivitet och välbefinnande. Genom semistrukturerade intervjuer samlar denna studie in åsikter och erfarenheter från anställda från fem olika företag inom kunskapsintensiva sektorer. Genom att analysera detta material konstruerade vi sju återkommande teman som var relaterade till motivation. När vi tittar på dessa teman genom en teoretisk ram baserad på tidigare studier av distansarbete, Job Demands-Resources-modellen och Self-Determination-teorin drar vi slutsatsen att distansarbete påverkar motivation inom områdena medbristande social interaktion, nivån av transparens inom organisationen, utmaningar i balansen mellan arbete och privatliv, en ansvarsförskjutning mellan chefer och anställda, svårigheter att be om hjälp för att lösa problem, digitala möten och upplevelsen av lärande. Vi avslutar studien med att ge chefer och anställda en lista med praktiska riktlinjer som kan hjälpa dem att facilitera motivation i distansarbete.
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Engblom, Vendela, and Eriksson Sandra Schmidt. "“Kan man hitta den där balansen och rida på den här distansvågen istället för att dränkas av den så kommer manatt må väldigt mycket bättre.” : En kvalitativ studie om medarbetares upplevelser av distansarbetet under Covid-19-pandemin." Thesis, Högskolan i Halmstad, Akademin för hälsa och välfärd, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-45235.
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Denna kandidatuppsats i sociologi behandlar covid-19-pandemins påverkan på arbetsplatsen samt hur företagen anpassat sig till distansarbete. I den här kvalitativa studien var syftet att få en djupare förståelse för hur distansarbetet upplevts av medarbetarna på företaget. Studien syftar även till att få en bild av vilka utmaningar respektive möjligheter medarbetarna upplevde har funnits med distansarbetet och vad deras inställning är till distansarbete i framtiden. På så sätt syftar studien att bidra med kunskaper som kan vara relevanta för såväl det berörda företaget som för fler företag och ledare som framöver planerar att organisera arbetet mer på distans. Studiens teoretiska ramverk har sin utgångspunkt i Manuel Castells teori om Nätverkssamhället, Robert Karasek och Töres Theorells Krav-kontroll-stödmodell samt Peter Balus tolkning av Rational choice theory. Dessa tre teorier kompletterar varandra i studien ur ett mikro-meso-makro-perspektiv. Det empiriska materialet bygger på fyra semistrukturerade intervjuer som gjorts med medarbetare på ett internationellt läkemedelsföretag. Studiens resultat indikerar att distansarbete skapar ökad flexibilitet och frihet vilket kan öka produktiviteten. Studiens resultat ger även indikationer på att distansarbetet i dagsläget inte tillfredsställer medarbetarnas organisatoriska och sociala arbetsmiljö tillräckligt.This bachelor's thesis in sociology discusses the impact COVID-19 has had on the workplace and how companies have adapted to teleworking. The study is based on four semi-structured interviews conducted at a Swedish pharmaceutical company. The aim of this qualitative study is to gain a deeper understanding of how teleworking was perceived by employees at the company. The study aims to get an idea of what challenges and opportunities the employees experienced during their telework and what their perspective is on telework in the future. Thus, the study aims to contribute with knowledge that may be relevant for the company in this study, as well as other companies interested in organizing their work remotely in the future. The study's theoretical framework is based on Manuel Castells theory of Network Society, Robert Karasek and Töres Theorell's Demand-Control-Support model and Peter Balu's interpretation of Rational choice theory. These theories complement each other in the study from a micro-meso-macro perspective. The results indicate that teleworking creates increased flexibility and freedom, which can increase productivity. The results of the study also indicate that teleworking currently doesn’t satisfy employees' organizational and social work environment sufficiently.
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Amin, Heza, and Michael Gazalson. "Att vara revisor och ha ett familjeliv – hur uppnås detta? : En kvalitativ studie om vad som motiverar revisorer med familj att fortsätta inom branschen." Thesis, Karlstads universitet, Handelshögskolan (from 2013), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-78376.
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Revisionsyrket präglas av hög personalomsättning där ett väsentligt antal anställda slutar redan efter några år och innan de skrivit auktorisationsprovet. Några bakomliggande skäl till yngre revisorers val att stanna kvar i yrket är materiella belöningar och bekräftelse på utfört arbete. Bland erfarna revisorers val att sluta framkommer en oförmåga att balansera arbetsliv med familjeliv som ett skäl. Det föreligger dock en avsaknad kring vilka faktorer revisorer med familj värderar för att fortsätta inom branschen. Studiens syfte är därav att bidra med kunskap kring vad som motiverar revisorer med familj att stanna kvar i branschen trots hög arbetsbelastning. I studien presenteras faktorer som revisorer med familj värderar och som får dem att stanna kvar i branschen. Detta har undersökts genom tio kvalitativa intervjuer med revisorer som arbetat i minst tre år och som innehar familj. Respondenter från både Big 4-byråer och mindre byråer har deltagit för att även se huruvida deras perspektiv skiljer sig åt beroende på byråstorlek. Studien visar att faktorer som revisorer med familj värderar framförallt är deras kollegor, att de har utmanande arbetsuppgifter och ansvarsmöjligheter samt flexibilitet. Flexibilitet är vidare en faktor som är viktig för att möjliggöra ett fungerande familjeliv. Det framkommer vidare att lön är en faktor som revisorer med familj värderar, men i lägre utsträckning. Revisionsyrkets höga arbetsbelastning under högsäsongen uppskattas bland revisorer med familj, då de föredrar när det är intensivt och mycket att göra snarare än lågsäsongen. Under det senaste årtiondet uppges även att revisionsbyråerna och ledarna har förändrats till att främja en balans mellan arbetsliv och familjeliv ytterligare. Revisionsbyråerna har främjat en sådan balans genom mailutskick och aktiviteter som uppmuntrar anställdas familjeliv, medan ledarna främjat detta genom att under personliga möten med medarbetarna diskutera deras familjeliv. För att ytterligare möjliggöra en balans mellan arbetsliv och familjeliv bland de anställda bör revisionsbyråerna främja detta tillsammans med ledarna. Detta då det framkommer att ledarna kan påverka och motivera de anställda, varpå det får en större effekt än om enbart revisionsbyråerna försöker främja en sådan balans.The audit profession is characterized by high staff turnover, where a significant number of employees quit after a few years and before they have written the authorization test. Some of the reasons as to why young auditors choose to remain are materialistic rewards and recognition on performed tasks. Among experienced auditors’ choices to quit, there is the inability for work-life balance. Prior research has been conducted on what motivates younger auditors. However, there is a lack of what factors auditors with family value to remain in the profession. The purpose of this study is to contribute with knowledge about what motivates auditors with family to remain in auditing despite high workload. In the study, factors are presented that auditors with family value and that makes them stay within the profession. Ten qualitative interviews were conducted with auditors who have worked for at least three years and have family. Respondents from both Big 4-firms and smaller firms have participated to find out whether their perspectives differ depending on agency size. The study shows that factors that auditors with family primarily value are their colleagues, that they have challenging tasks, responsibilities and flexibility. Furthermore, flexibility is a factor that is important for enabling a functioning family life. Salary is another factor that auditors with family value, however to a lesser extent. The high workload of the audit profession during busy season is appreciated among auditors with family, as they prefer the intensity and when there are multiple things to do rather than during the low season. In the past decade, the audit firms and managers have changed towards further promoting work-life balance. The audit firms have promoted such a balance through mail and activities that focus on family life, while the managers have promoted this by discussing the family life of the employees during personal meetings with them. In order to further enable work-life balance among the employees, the audit firms should promote this together with the managers. This since the study shows that the managers can influence and motivate the employees, upon which it has a greater effect rather than if only the audit firms try to promote such a balance.
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El, Jazzar Nivin, and Anna-Stina Eriksson. "“Alla säger alltid att jag verkar må så bra på jobbet och jag mår verkligen bra här.” : En kvalitativ studie om friskfaktorer på Borlänge kommun." Thesis, Högskolan Dalarna, Personal och arbetsliv, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:du-34209.
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Syftet med denna studie var att bidra med fördjupad förståelse för vilka friskfaktorer som är avgörande för långtidsfriskhet ur ett medarbetarperspektiv. Detta genom att studera vad medarbetare inom sociala sektorn i Borlänge kommun upplever bidrar till välbefinnande och friskhet på arbetsplatsen. Vidare ämnade denna studie ge förslag på hur arbetet med friskfaktorer inom Borlänge kommun kan utvecklas. För att på bästa sätt kunna besvara syftet valdes en kvalitativ metod där tillvägagångssättet för insamling av empiri var semistrukturerade intervjuer med långtidsfriska medarbetare från verksamhetsområdet personlig assistans. Resultatet visar att begreppen stödjande ledarskap, god kommunikation, delaktighet i beslutsfattande, balans mellan arbetsliv och privatliv samt ett positivt arbetsklimat är faktorer som tenderar att ge positiva effekter för hälsa då de finns på arbetsplatsen. Ytterligare faktorer som kunde identifieras var trygghet till följd av lång erfarenhet samt arbetsmoral kopplat till lojalitet. Erfarenheten beskrivs som ett hjälpmedel att hantera olika situationer som kan tänkas uppstå i arbetssituationen samt som stressreducerande eftersom det skapar en tydlighet kring vilka förväntningar som finns i arbetet och mellan kollegorna. Hög arbetsmoral till följd av lojalitet verkar bottna i en vilja att bidra till en medmänniskas nytta genom att vara en viktig resurs i dennes liv. Denna studie visar betydelsen av ett stödjande ledarskap för förtroendet och tilliten dels mellan chef och medarbetare, dels medarbetare emellan, vilket i förlängningen även påverkar möjligheten till delaktighet samt tryggheten i den egna arbetssituationen. Slutligen visar studiens resultat att friskfaktorer under vissa omständigheter kan bidra med nya möjligheter till främjande arbetsmiljöarbete.The purpose of this study was to contribute to a deeper understanding of factors that are crucial for long-term well-being and health from an employee perspective. This by studying what employees in the social sector in Borlänge municipality experience contributes to well-being and health in the workplace. Furthermore, this study intended to give suggestions on how the work with health factors in Borlänge municipality can be developed. To best answer the purpose, a qualitative method was chosen in which the approach for collecting empirical data was semi-structured interviews with long-term healthy employees from the area of personal assistance. The results showed that factors such as supportive leadership, participation, autonomy, positive work climate and work-life balance were common in the respondents work situation, which are factors that has shown to have a positive effect on employees' health. Furthermore, the respondents' long-term well-being and health could also be explained by additional health factors that were identified in their work environment. The respondents described that security due to long work experience and work ethic linked to loyalty were factors that contributed to their well-being. The experience is described as a means of handling various situations that may arise in the work situation as well as stress reducing as it creates a clarity about what expectations are in the work and between colleagues. High work ethic due to loyalty seems to be rooted in a desire to contribute to the benefit of another human by being an important resource in his or her life. All in all, the results show that the foundation for successful environment work with health factors requires security and trust partly between the manager and employees and partly between the employees. Finally, the study's results show that, in certain circumstances, health factors may contribute to new opportunities for promoting work environment work.
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Hallenberg, David, and Viktor Söderlund. "Work-life balance och arbetstillfredsställelse : Relationen mellan work-life balance och arbetstillfredsställelse hos distansarbetare och kontorsarbetare." Thesis, Högskolan i Gävle, Avdelningen för arbetshälsovetenskap och psykologi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-36499.
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Abstract The purpose of this quantitative study was to find out how employees self-evaluate work-life balance and their job satisfaction. The participants were divided into two groups, “remote workers” and “office workers.” A comparison was made between the two groups regarding their work-life balance and job satisfaction. Apart from this, a second purpose of the present was to investigate whether there was a relation between work-life balance and job satisfaction of the organisation’s remote workers and office workers. The Minnesota Satisfaction Questionnaire (MSQ) and Questionnaire for SelfAssessing Your Work-Life Balance were used. Also included were three background questions, 45 questions and 20 claims. There were 39 responders (office workers = 15; remote workers = 24). The result of the study showed no significant difference between the two groups regarding their work-life balance or their job satisfaction. However, results showed there was a significant positive correlation with work-life balance and job satisfaction for remote workers. The results of this study could be explained by the fact that all the participants worked at the same organization and had similar tasks.
Books on the topic "Work life balance och Leadership"
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Juggling flaming chainsaws: Academics in educational leadership try to balance work and family. Charlotte, N.C: Information Age Pub., 2012.
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Can I have it all: Trials and triumphs in a woman's journey through the corporate landscape. New Delhi: Bloomsbury India, 2015.
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The XX factor: How the rise of working women has created a far less equal world. Toronto: Allen Lane, 2013.
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Gatto, Rex, and Mickey Gatto. The Leadership Seesaw Syndrome: Mastering Work-Life Balance. Gatto Associates, LLC, 2006.
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Genevieve, Brown, and Irby Beverly J, eds. Women and leadership: Creating balance in life. Huntington, N.Y: Novinka Books, 2001.
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Maestro, Mireia las Heras, Nuria Chinchilla Albiol, and Marc Grau Grau. The New Ideal Worker: Organizations Between Work-Life Balance, Gender and Leadership. Springer, 2019.
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Maestro, Mireia las Heras, Nuria Chinchilla Albiol, and Marc Grau Grau. The New Ideal Worker: Organizations Between Work-Life Balance, Gender and Leadership. Springer, 2020.
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Live - Lead - Learn: My Stories of Life and Leadership. Penguin Random House, 2017.
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Dolan, Gabrielle. Real Communication: How to Be You and Lead True. Wiley & Sons, Incorporated, John, 2019.
Find full textBook chapters on the topic "Work life balance och Leadership"
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Goodman, Annekathryn. "Work–Life Balance." In Physicians’ Pathways to Non-Traditional Careers and Leadership Opportunities, 25–34. New York, NY: Springer New York, 2011. http://dx.doi.org/10.1007/978-1-4614-0551-1_4.
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"W Work–life balance /." In Clinical Leadership, 161–68. Routledge, 2013. http://dx.doi.org/10.4324/9781315847023-29.
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Krause, Wanda. "Inclusive Leadership and Work-Life Balance." In The Routledge Companion to Inclusive Leadership, 168–76. Routledge, 2020. http://dx.doi.org/10.4324/9780429294396-16.
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Percival, Jennifer Pollack. "Work-Life Synchronicity." In Encyclopedia of Strategic Leadership and Management, 1216–24. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-1049-9.ch085.
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Strategic leaders require the skills needed to manage both professional and personal responsibilities. The previous goal of accomplishing balance by being proficient in maintaining an evenness between “home life” and “work life” is no longer sufficient. The path to equilibrium has transformed from compartmentalized structures to a more fluid way of living due to advances in technology and a changing society. This chapter will introduce the concept of Work-Life Synchronicity. The history of work-life balance will be examined, and the way in which technology has impacted how work time and home time are being intertwined and synthesized will be discussed. The importance of how synchronicity impacts organizational success and productivity in relation to effective leadership and business practices will also be explored. The intended audience of this chapter is scholars, students, professors, and other professionals in the field of leadership.
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Ganiyu, Idris Olayiwola, and Olufemi Michael Oladejo. "Green Work-Life Balance and Global Leadership in Industry 4.0." In Advances in Human Resources Management and Organizational Development, 200–216. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-3347-5.ch014.
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Industrialization brought about by the development in science and technology is like a double-edged sword. Despite the benefit of the massive industrialization to humanity, it is noted to exert huge pressure on the ecosystem and the environment. Green work-life balance is an emerging concept aims at reshaping the work-life debate by introducing environmental dimension. Employees as agents of change are saddled with the implementation of organizational green work-life balance policy. However, the implementation of green work-life balance policy across the diverse culture by multinational companies poses a serious challenge. This chapter explores green work-life balance and global leadership in Industry 4.0.
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Abe, Ethel Ndidiamaka, and Isaac Idowu Abe. "Integrating Multiculturalism in the Design and Implementation of Work-Life Balance Strategies." In Contemporary Multicultural Orientations and Practices for Global Leadership, 100–120. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-6286-3.ch006.
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Globalization has affected the outlook of contemporary workforce through migration by introducing multiculturalism. Customary work-life balance strategies (WLBS) are not adequate in addressing work-family challenges faced by employees in the 21st century. This chapter furthers literature on the integration of multiculturalism in the design and implementation of WLBS to address the needs of employees in multinational corporations. A concise review of previous studies on multiculturalism and work-life balance was carried out. This chapter submits that WLBS do not address the issues of multiculturalism in managing each group challenges in accordance with their cultural backgrounds; therefore, most of these WLBS are not achieving the objectives for which they were adopted. The review of literature also noted the existence of traditional WLBS and emerging non-traditional interventions. The managerial implication of this chapter hinges on adoption of pragmatic strategies to address multiculturalism in the design and implementation of WLBS.
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Strand, Anete Mikkala Camille, Jakob Aagaard Mortensen, and Jens Larsen. "The Break: Work–Life Balance and Leadership Anno 2016: Reconfiguring Contemporary Leadership through the 2,400-Year-Old Coaching Concept of Protreptic, Walking, and Material Storytelling." In The Emerald Handbook of Quantum Storytelling Consulting, 35–50. Emerald Publishing Limited, 2018. http://dx.doi.org/10.1108/978-1-78635-671-020181003.
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Risner, Doug, and Pamela S. Musil. "Leadership and Gender in Postsecondary Dance." In Dance and Gender. University Press of Florida, 2017. http://dx.doi.org/10.5744/florida/9780813062662.003.0009.
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Chapter 9 presents data from a larger mixed method empirical study that investigated the professional lives of administrative leaders in postsecondary dance programs in the United States, with the purpose of developing a status report on administrative leadership, with particular attention to gender. The study employed reviews of literature in postsecondary dance leadership and administration, analysis of data assembled annually by Higher Education Arts Data Services (HEADS) in conjunction with the National Association of Schools of Dance (NASD) from 1994–2014, and findings from the authors’ mixed method study of dance administrators (n=75) in postsecondary institutions, including an extensive online survey that generated quantitative and qualitative data from participants across the United States. Survey data included information about demographics, workload, responsibilities and salary; support and work satisfaction; administrator purpose, strengths and challenges; influential experiences and people; quality of professional lives, and work-life balance. Narrative comments based on open-ended questions are presented. When appropriate, gender asymmetries and divergences are discussed.
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Gambino, Ashley, and Rachel Flemming. "Ladies Leading Ladies Who Lead Ladies." In Advances in Educational Marketing, Administration, and Leadership, 1–14. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-6491-2.ch001.
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During the COVID-19 pandemic, women in academic leadership positions were faced with an unprecedented career challenge. While data previously existed to show that female leaders face an uphill battle in obtaining promotions, tenure, and leaderships positions within academia, the COVID-19 crisis that ensued within higher education created an unstable work-life balance, inequitable work expectations, and a need for increased psychosocial support for these already disadvantaged leaders. This chapter will explore the power and challenge of women mentoring other women in the midst of a global crisis. Using a personal perspective from a mentor and mentee, the authors will comment on current and extant literature on the challenges facing women leaders in academia.
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Senbursa, Nihan. "The Future of Maritime Business Management and Leadership in Global Business Sustainability and Remote Work." In Remote Work and Sustainable Changes for the Future of Global Business, 262–83. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-7513-0.ch015.
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It is observed that the global business world has significantly diverted towards new technologies in terms of remote work as a result of digitalization, which forces organizations to adapt new normal during the COVID-19 pandemic. Maritime organizations that keep up with this change can manage to continue their existence; however, those who cannot adapt are eliminated by the system. Developments in the global business world, new ways of working, and their reflections inside and outside the organization force leadership to adapt to changing conditions by also affecting the understanding of “leadership.” This chapter aims to reveal the importance of merging new leadership paradigms and governance, digitalization, sustainable changes in global business, continuity of work, work-life balance, and the concepts of “work,” “workforce,” “workplace,” and “leadership.”
Conference papers on the topic "Work life balance och Leadership"
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Žnidaršič, Jasmina, and Miha Marič. "WORK-LIFE BALANCE AS A LIFE QUALITY INDICATOR." In 4th International Scientific – Business Conference LIMEN 2018 – Leadership & Management: Integrated Politics of Research and Innovations. Association of Economists and Managers of the Balkans, Belgrade, Serbia et all, 2018. http://dx.doi.org/10.31410/limen.2018.404.
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Nacházelová, Eliška, and Alice Reissová. "85 WORK-LIFE-BALANCE BENEFITS AS BRAIN DRAIN PREVENTION." In Sixth International Scientific-Business Conference LIMEN Leadership, Innovation, Management and Economics: Integrated Politics of Research. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2020. http://dx.doi.org/10.31410/limen.s.p.2020.85.
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The contribution of highly qualified employees, not only for multinational companies, is unquestionable. Their eventual departure often has negative economic consequences, and their replacement is usually difficult and expensive. Therefore, it is important to pay increased attention to their stabilization. This article aims to find out which of the work-life balance area benefits are more important for the stabilization of IT employees in an international automotive company (n=154). With the use of the Friedman test, it was found out that the most important benefit is flexible working hours. Based on the Kruskal-Wallis test, the evaluation of the importance of individual benefits was further verified according to basic socio-economic factors (age, gender, length of employment). The right setting of benefits will give a competitive advantage in the search for new talent and at the same time serve as an effective tool against brain drain.
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Birknerová, Zuzana, and Dagmara Ratnayake Kaščáková. "THE NECESSITY OF PSYCHOHYGIENE IN THE WORK OF TRADERS." In Fourth International Scientific Conference ITEMA Recent Advances in Information Technology, Tourism, Economics, Management and Agriculture. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2020. http://dx.doi.org/10.31410/itema.2020.225.
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The rapid economic growth of many companies brings with it the need to pay more attention to issues of management and leadership of people in the conditions of a centralized model of economic management, as well as mental readiness for work and social position in business. Mental balance is one of the most important mental equipment of traders in personal and professional life. Therefore, in the article we assess the necessity of psychohygiene in the work of traders. Its role is to support and create favorable psychological conditions. The aim of the research is to determine the existence of statistically significant differences in the assessment of the attributes of psychohygiene between customers and traders. The research sample, out of the total number of 177 respondents, consists of 125 (70.6%) women and 52 (29.4%) men aged 18 - 70 years, while the average age is 41.08 years, the standard deviation is 7.913 years. Of the total number of respondents, 97 (54.8%) were traders and 80 (45.2%) were customers. The length of the respondents' internship ranged from 1 to 40 years (average 17.25 years, standard deviation 8.679 years). The research results were processed in statistical program IBM SPSS Statistics 22.00 and assessed by t- test for two independent samples. The authors focused on mental health care, proper lifestyle, stressors, work environment and time management.
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Ovalle, Oscar, Claribeth Estepa, Maria Hoyos, Claudia Diaz, Sandra Jaramillo, Angelica Rada, and Paola Pastor. "Development of a Mentoring Program as a Strategy for the Empowerment of Young Professionals in the Strengthening of Their Soft Skills." In SPE Annual Technical Conference and Exhibition. SPE, 2021. http://dx.doi.org/10.2118/206217-ms.
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Abstract Objectives/Scope Contribute to the development of the profile of young professionals based on a balance between personal and work life, strengthening the self-confidence of the individual and leaving aside the influence of personal aspects in the professional field. Provide a deeper vision of their personal objectives from the discovery of the personality and the strengthening of soft skills by implementing an innovative methodology Methods, Procedures, Process The program implements a structured, simplified and staggered methodology for the identified needs, attracting qualified young people and matching them with the most appropriate mentors, ensuring that throughout the mentoring process, a different focus and objective with the necessary durability is worked session by session. With the development of three books, SPE Colombia Section provides all the necessary tools to work on different aspects, objectives and evaluate the learning that takes place in each session, which are: Mentor-Mentee connection Strengthening your profile Leadership and decision making Breaking paradigms and overcoming obstacles Evaluating learning. In its two versions, the program has had the participation of 92 young professionals and 92 Seniors in total. It has managed to obtain a satisfaction level of 92% and has met the goals of the young people by 88%. More than 300 sessions and 500 hours of mentoring have been carried out. 10 training talks have been held for mentors and mentees. 3 guide books for mentor and mentee with all activities and minimum requirements per session. The Mentoring program works for different purposes, especially based on the age and needs of the individual". It is a unique relationship between individuals. There is no equal mentoring, different interpersonal exchanges and patterns of idiosyncratic interactions define and shape the relationship. However, two main contributions emerge for the mentee: 1) As a space in itself for the exploration of ideas and to receive support of different kinds, and 2) As an indirect learning alliance by the acquisition of valuable information through the experience.