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Syftet med denna undersökning har varit att titta på hur uppfattningar kring sociala medier ser ut på en mediekoncern i Östergötland samt hur sociala medier används. Vi har även studerat behovet av en policy som kan vägleda användningen av sociala medier och vad denna i så fall bör innehålla. Detta har undersökts genom åtta djupgående intervjuer samt en mindre enkät.Resultatet visar att det råder en positiv syn kring sociala medier men även en viss skepticism. Användningen av sociala medier skiljer sig åt mellan olika verksamhetsområden och organisationskulturen spelar en avgörande roll. Ett dilemma som har framkommit är svårigheten att hantera balansen mellan arbetsliv och privatliv. Att använda sociala medier uppmuntras inte i så stor utsträckning i dagsläget och användningen skulle kunna öka om en det finns en policy. En slutsats vi har kunnat dra är att det finns ett behov av en koncernövergripande policy.

Strukturomvandlingen till dagens tjänsteekonomi och den ökade spridningen av informations- och kommunikationsteknologi, har möjliggjort ett arbetsliv med flexibla arbetstider och arbetsplatser. Flexibelt arbete kan vara en frihet som skapar möjligheter att uppnå en bättre balans mellan arbete och övrigt liv, men det kan också vara en risk som leder till ökad stress då förhållandet mellan arbete och övrigt liv upplevs som gränslöst. Syftet med studien var att undersöka till vilken grad tjänstemän i den privata sektorn upplever att de har möjlighet att arbeta flexibelt tids- och rumsmässigt, samt om möjligheten att själv bestämma när och var man utför sitt arbete kan bidra till mindre stress och en bättre balans mellan arbete och övrigt liv. Resultatet bygger på data från en arbetsmiljöenkät inom ramen för ett treårigt forskningsprojekt vid Stockholms universitet, där gränsdragning, flexibilitet och balans i livet i förhållande till stress och hälsa var i fokus (AFA Försäkring 2015). Enkäten besvarades av 1918 tjänstemän. Variablerna som användes i studien var grad av kontroll över flexibilitet i relation till upplevd stress, upplevd balans mellan arbete och övrigt liv samt andra arbets- och familjerelaterade faktorer. Data analyserades med multipel linjär regressionsanalys. I regressionmodell 1 kontrollerades vilken effekt upplevd flexibilitet och andra arbets- och familjerelaterade faktorer hade på upplevd stress. Modellen var signifikant och kunde förklara 37,8 procent av variansen avseende upplevd stress. I regressionmodell 2 kontrollerades effekten av upplevd flexibilitet och andra arbets- och familjerelaterade faktorer på upplevd konflikt mellan arbete och övrigt liv. Modellen var signifikant och kunde förklara 39,4 procent av variansen avseende upplevd konflikt mellan arbete och övrigt liv. Resultatet visade att upplevd flexibilitet har signifikant effekt på upplevd stress (b=-,026*). Det betyder att ju högre flexibilitet tjänstemännen upplever, desto mindre stressade känner de sig. Resultatet visade även att upplevd flexibilitet inte har betydelse för upplevd balans mellan arbete och övrigt liv. Att tjänstemännen själva kan välja när och var de utför ditt arbete, leder således inte till en bättre balans mellan arbete och övrigt liv.

No description available.

Eichstätt, Univ., Diss., 2009.

Bachelor-Arbeit Univ. St. Gallen, 2006.

- Working hours, their duration and work schedule This thesis introduces an overview of the current regulation of working hours and related institutes. It is focused on the particular options how to regulate working hours duration and working hours schedule, as well as on legal limits and restrictions. Working hours are crucial not merely for employers, but also for employees. For employees working hours also determine their leisure time. Therefore, this thesis is focused also on work-life balance with suitable work hours schedule. The thesis is divided into four parts. The first part outlines the most important historical development of working hours regulation from medieval rules to the current regulation and its position in the current legal order, which is essential to correct grasp of subsequent parts. In the second, principal part of the thesis, are analysed particular concepts of working hours regulation, there is also an overview of related judicature which defines working hours, working hours duration and possibilities of scheduling. This part also includes a description of minimal rest periods, rest breaks, night work and on-call duty. The third part aims to introduce the special rules for two specific groups of employees. The first are teachers, trainers, and other teaching stuff, and...

No description available.

M.Com. (Human Resource Management) / The use of Information Communication Technologies (ICTs) to work after regular working hours has become prevalent in the academic profession. Although ICTs are known to enhance work flexibility, they also seem to encourage academics to use ICT devices after hours for work-related purposes. This consequently questions the work flexibility, which is enabled by ICTs, and the potential impact that this has on the work–life conflict (WLC) experienced by academics. The primary objective of this study was to investigate the phenomenon of technology assisted supplemental work (TASW) and the implications that this has on the WLC experienced by academics at a higher education institution in South Africa. In addition, the moderating roles of gender, marital status and whether or not the respondents had children were factors, in these academics‟ personal lives, which were taken into consideration in investigating the relationship between TASW and WLC. The study adopted a quantitative research approach, and made use of an online survey, composed of three sections, to collect data. Section A included demographic-related questions, while Section B contained questions from a pre-existing WLC scale, and Section C comprised of a pre-existing scale used to assess TASW. The sample consisted of academics from a higher education in South Africa (n = 216). The results of the research engaged in revealed a significant relationship between TASW and WLC. Regarding the relationship between TASW and the three forms of WLC, the results revealed that TASW is significantly and positively related to time-based and strainbased WLC. There is no significant relationship between TASW and behavioural-based WLC. TASW is a significant predictor of WLC. Furthermore, the results revealed that gender, children and marital status all significantly moderated the relationship between TASW and WLC. This study contributes further knowledge to the emerging field of research relating to TASW in a South African context. In addition, this study also emphasises the implications of using ICTs and their potential to encourage academics to extend their working hours. This study therefore questions the benefits of this work flexibility that many academics are privileged to have from using ICTs.

There is extensive literature on employee engagement; its antecedents; linkages to positive business outcomes; and its positive impact on retention. Top performing organisations have even found that aligning the engagement strategies to the business goals drive performance outcomes. There is no universal definition of employee engagement and drivers, therefore, a general approach without due cognisance of worker demographics may result in the application of inappropriate engagement strategies. In this study, the focus is on knowledge workers within the banking sector of Botswana. Knowledge workers make up almost two thirds of organisations and are said to be unique and complex in their nature. Work to a knowledge worker is more mental than physical, hence, the need to use interventions aimed at the behaviour to increase their performance. The needs of a knowledge worker and that of the business ought to be integrated. An organisation that is able to identify those factors that would influence their engagement is promised high levels of productivity that would translate into profits and high retention. The main research problem for this study was to determine the strategies that should be used to engage knowledge workers within the banking sector in Botswana. A literature study was conducted to identify characteristics of knowledge workers, meaning of employee engagement and approaches to measuring employee engagement. Eleven organisational factors that have an influence on employee engagement and some of the engagement strategies were identified from literature. The eleven factors identified were: growth and development; rewards and recognition; trust in leadership; work/life balance; two way communication; mission, vision and values; quality of manager; relationship with colleagues; fairness of HR policies; job design; and accountability. An empirical study was also conducted to investigate which of the eleven organisational factors had an influence in the engagement of knowledge workers. The current engagement level of knowledge workers within the banking sector was measured using the Gallup Q12 measuring tool. The main findings from this research are that a significant number of knowledge workers are engaged. The findings of this study also coincide with the theoretical overview that there are organisational factors that have an influence on the engagement of employees. A significant finding was that, although knowledge workers differ in their perception of the organisational factors, they generally indicate that work/life balance initiatives are lacking in their workplace.