Det har gjorts stora framsteg i Sveriges med jämställdhet gällande utbildning och höga positioner inom den privata- och offentliga sektorn. Däremot är det längre kvar till jäm-ställdhet i hemmet där kvinnor arbetar mer än män. Innan första barnet har kommit är det små skillnader men efter det är det kvinnorna som gör mer obetalt arbete och mindre betalt arbete. Den här studien syftar till att undersöka sambandet mellan föräldraskap och inställning till jämställdhet. Teorin utgår från att uppdelningar som görs i hemmet är kopplade till könsroller som uttrycks starkare vid inträde i föräldraskap samt ”Worklife balance” och capabilities-teorin som utgår från att föräldraskapet accentuerar viljan till jämställdhet. Studien baseras på datamaterialet ”ISSP 2012 - Åsikter om fa-miljeliv och arbete”, där urvalet består av kvinnor och män som är respektive inte är föräldrar i åldrarna 18-95 år. Resultatet presenteras med en univariat, bivariat och multi-variat analys. Resultatet i studien visar att icke-föräldrar är mer positivt inställda till jämställdhet än föräldrar och att ju fler barn en person har desto mer negativt inställda blir de. Detta när vi testar bakomliggande faktorer som kön, utbildningsnivå, ålder, må-nadsinkomst och arbetssituation. Det är ett negativt samband och det är statistiskt signi-fikant på 95% nivå.

Syftet med studien är att utveckla kunskap om worklife balance genom att undersöka hur individer hanterar gränsdragningsarbetet mellan arbetsliv och privatliv. Undersökningens empiriska material har samlats in genom sju kvalitativa intervjuer som sedan analyserats med utgångspunkt i Clarks (2000) gränsteori, där domäner, integrering, segregering, gränser, inflytande och gränsbevakare utgör undersökningens begreppsliga utgångspunkter. Vi valde att avgränsa studiens urval till individer med flexibel arbetsform som tillhör milleniumgenerationen. Resultatet visar att de respondenter som integrerar och segregerar arbetsliv och privatliv hanterar gränsdragningen på olika sätt. De individer som integrerade gjorde det främst genom att vara kontaktbara via tekniska hjälpmedel på fritiden, arbeta flexibelt på andra platser än den befintliga arbetsplatsen samt genom att ofrivilligt oroa sig över arbetet under sin fritid. En del respondenter tenderade att segregera domänerna genom att framförallt undvika tillgänglighet genom tekniska hjälpmedel, sträva efter att arbeta enbart på arbetsplatsen samt undvika att tänka på arbetet under fritiden. Vidare kunde vi se att de individer som hade inflytande över arbetet även hade självbestämmande över sina arbetsvillkor och högre krav från privatlivet. Vi fann även att respondenternas stöd från arbetsgivaren i form av förståelse och anpassningsbara villkor påverkade deras känsla av worklife balance. Graden av inflytande och stöd i arbetet påverkade således individens förutsättning att hantera gränserna utifrån vad som passade i deras livssituation, vilket i sin tur bidrog till balans mellan arbete och privatliv. Avslutningsvis för vi en diskussion kring vårt resultat utifrån studiens syfte och frågeställningar, teoretiska utgångspunkt och tidigare forskning där vi även belyser de faktorer vi funnit har inverkan på gränsdragningen. / The aim of this study is to develop knowledge about worklife balance by examining how individuals handle the work-life-boundary work. The empirical material of the study has been collected through seven qualitative interviews, then analyzed on the basis of Clarks (2000) boundary theory, where domains, integration, segregation, borders, impact and border keeper constitute the conceptual starting points of the survey. We chose to delimit the study’s selection to millennials with flexible working conditions. The result shows that respondents who integrate and segregate working life and private life manage the boundaries in different ways. Some individuals integrate primarily by being available through free-time technical aids, work flexibly in places other than the existing workplace, and by involuntarily worrying about their work during their spare time. Furthermore, some respondents tended to segregate the domains mainly by avoiding availability through technical aids, striving to work only in the workplace, as well as avoiding thinking about work during their free time. Furthermore, we could see that individuals who had impact in their work also had self-determination of their working conditions and higher demands from their private life. We could also see that support from employers in terms of understanding and adaptable conditions influenced the respondents sense of worklife balance. The degree of impact and support at work thus contributed to the individual's prerequisite to managing the boundaries based on what suited their life situation, which in turn affected the sense of worklife balance. Finally, we discuss our results based on the aim and the issues of the study, the theoretical perspective and previous research, where we also highlight the factors we have found to influence the boundaries.

The purpose of the essay is to investigate how employees have experienced telework during covid 19. All people around the world were affected and still are today in different ways of the largest virus infection to date in modern times where healthcare was one of the activities most heavily burdened. However, the pandemic also affected other industries and organizations as it put many employees in homework full time where all communication had to be handled digitally. On the one hand, it brought with it opportunities in the form of many organizations and individuals being pushed in the right direction towards their goal of an innovative workplace and a more flexible way of working. On the other hand, the employees had different conditions for succeeding in carrying out an equivalent work from home as in the office regarding the family situation, network connection or other elements that required the employee's attention. The employees' different working conditions affected their work effort and approach where they had different strategies for success in an equal way as in an office environment. It has also emerged that women seem to have experienced distance work more positively compared with men as they have seen the possibility in a more flexible everyday life of dealing with family, households, and children. Men, on the other hand, have looked differently at the situation where they have been bothered to a greater extent by the sounds of the surroundings and other disturbing elements.  With the help of a quantitative survey, we examined the area of telework and focused on an employee perspective. We wonder if the employee has achieved a greater "worklife balance" or if it has resulted in the opposite. Everyone has their own picture of how covid-19 changed their work situation over a period of two years, but the technology has also opened up opportunities for the future. The survey was constructed based on our basic idea that teleworking for employees entailed both obstacles and opportunities. But we also want to investigate whether the result differs depending on gender or conditions such as living space and number of people in the household. The questionnaire was sent out via social media in a random sample to reach out to many and get a broad target group of those who responded. The common denominator for our respondents, however, is that they have all gone from being tied to a workplace to having started working remotely.  In our theoretical framework, we have used models such as Robert Karasek's requirements, control and support, Ulrich Beck's theory of the risk society and Anne Grönlund's theory of the “honey trap”. We discuss the advantages and disadvantages of teleworking based on our theories, articles, and models with the help of our self-constructed quantitative study.  To extend our questions and give a deeper picture of the main purpose of the essay, we formed three hypotheses based on them. All dealt with the content of the issues, but with an in-depth study of specific areas where during the course of the essay we noticed a greater difference between, for example, gender, borderless work and mental illness. The hypotheses were: "telework has created more limitless work", "women have experienced a greater flexibility than men in telework" and "telework has resulted in mental illness in employees".

The integration of work and family continues to be a challenge for women and men of the academy (Gatta & Roos, 2004). Much of the research on worklife balance in the post-secondary education setting focuses on the lives of instructional faculty (Bailyn, 2003; Bassett, 2005; Drago et al., 2006; Drago & Williams, 2000; Gatta & Roos, 2004; Massachusetts Institute of Technology, 1999; Ward & Wolf-Wendel, 2004). There is also a need to understand how university administrators juggle the demands of work and personal life. The primary purpose of this phenomenological inquiry was to make meaning of the lived experiences of mid-level student affairs administrators by examining worklife balance. A secondary purpose was to gather administrator perceptions of their environment to gain insight into infrastructures that may promote or hinder worklife balance efforts. Respondents consisted of 30 mid-level student affairs administrators from an array of post-secondary institutions across the United States. Data were generated from semi-structured telephone interviews and two projection exercises. Findings suggest that mid-level student affairs administrators describe their worklife experiences as driven by a shortage of time. Administrators maintain that time is a limited resource that causes difficulty when juggling competing worklife demands. Their involvement in multiple, interdependent roles is rewarding but presents ongoing personal and professional challenges. Administrators report that shortage of time, coupled with the demands of multiple roles impacts personal well-being and career satisfaction. Mid-level student affairs administrators also identified environmental infrastructures that promote and/or hinder worklife efforts in the context of several cultural dynamics. Formal and informal support mechanisms such as policies, programs and resources, effective supervision and campus support networks assist administrators in mitigating worklife challenges. This is in contrast to expectations, behaviors, and values that reinforce unhealthy workplace norms. In addition, the lack of organizational policies and programs and poor supervision also hindered worklife efforts. / Ph. D.

Background: Today ’s organizations receive increasing pressure from society and workers to maintain good work life balance. Flexible working arrangement is one of the HRM policies to improve employee’s work performance, job satisfaction and retention. Prior discussion still does not find the clear result on the positive effect of FWAs. Due to the administrative burdens, many organizations, especially SMEs are still hesitant to introduce such policies. In this study, the authors examine the effects on FWAs on employee’s improved engagement. The study will take a form of replicative study, and focus is on leader endorsement and feeling of respect in relation to leader prototypicality. Moreover, different circumstances of informal FWA based on size of the organization is explored. Purpose: The purpose of this study is to make contribution to create a cumulative knowledge on FWA studies by testing the generalization of a prior study. The result of this study will ultimately have an implication for how organizations may benefit from allowing their employees to have access to FWAs. Methodology:In this study, the authors use statistical approach to test the effect of FWA on employee’s improved feelings and the leader endorsement in relation to leader prototypicality. The research approach, measures, method and model are designed to be exactly same as Koivisto and Rice, (2016) however one change in research context is made, which is number of employees in the company. Conclusion: The result of the study shows that FWA allowance may not have significant influence on subordinates’ feeling of respect and leader endorsement. This implies the difficulty for leaders to use FWA as a tool to influence employee commitment on shared goal. Moreover, difference between prior finding indicates that FWA study may need to be separated for different size of the company. / <p></p><p></p>