Under de senaste decennierna har HRs roll förändrats inom organisationerna. Från att vara enlägre administrativ funktion har HR ökat i betydelse och anses idag vara en strategisk resurs,vilket har lett till att begreppet SHRM myntats. Inom SHRM återfinns rekrytering, hanteringav humankapitalet och bevarande aktiviteter. Fokus bör ligga på bevarandet av nyckelmedarbetaresom är viktiga för organisationens konkurrenskraft på arbetsmarknaden när det idag tillstor del är arbetstagarens marknad. Syftet med vår studie är att undersöka hur organisationeranvänder HR-funktionen för att locka nyckelmedarbetare att stanna kvar, med fokus på framgångsfaktorer för ett lyckat strategiskt HR-arbete, samt dess påverkan på det psykologiska kontraktet. Vi har använt oss utav kvalitativa intervjuer med tre informanter som ingår i en organisations ledningsgrupp. Materialet har sammanställts och analyserats genom en tolkande ansats där vi med stöd av tidigare forskning identifierat relevanta begrepp som undersökts empiriskt. De slutsatser som vi kan dra om SHRM som arbetssätt är att det krävs kunskap och insikt hos ledningen om vad för potential HR-funktionen har att bidra med till organisationen för att kunna implementera SHRM som arbetssätt. Angående bevarande åtgärder för att behålla nyckelmedarbetare bör organisationer först och främst tillkännage att nyckelmedarbetare finns för att de ska kunna motiveras till att vilja arbeta med bevarande aktiviteter för att behålla dessa. Vi kan även dra slutsatsen att det psykologiska kontraktet bortprioriteras när personalomsättning har blivit en naturlig del av organisationens vardag. / Great changes have occurred in HR over the last few decades. From being a lower, administrativefunction, HR has developed to a strategic resource in, operating in the higher levels of the organization, which has lead to the development of SHRM. Within the field of SHRM we can find recruitment, management of human capital and activities to decrease turnover. Attention should be paid to retain key employees whom are of great importance for creating a competitive advantage for the organization on the labor market. The purpose of this study is to investigate how organizations use the HR-function to increase retention among key employees; focusing on success factors for a strategic HR-work and its effect on the psychological contract. We've used qualitative interviews containing three informants that represent an organizations operational management team. The material has been assembled and analyzed through an interpreting approach where we, supported by theories and previous research, have identified relevant terms that have been investigated empirically. A conclusion regarding SHRM, as a practice, is that it demands a high level of knowledge and insight within the operational management team regarding the diversity of HR and how it can contribute to the organization in order to be implemented within the organization. Regarding activities to decrease turnover to keep key employees, organizations primarily need to signify the existence of key employees to even consider wanting to work with these kinds of activities. Furthermore, we have identified the lack of priority that the psychological contract gets if turnover has become a natural part of the everyday life within the organization.

Introduktion Arbetsrelaterad känsla av sammanhang (eng. WSOC) kan användas som en indikator för arbetstrivsel och bygger på hur anställda ser på sitt arbete utifrån hanterbarhet, begriplighet och meningsfullhet. Kunskapsläget gällande hur WSOC påverkar anställdas vilja att stanna hos sin arbetsgivare är begränsat. Syfte Syftet var att undersöka hur WSOC relaterar till anställdas intention att stanna kvar hos sin arbetsgivare. Metod Syfte och frågeställningar besvarades genom en kvantitativ analys baserad på en enkätundersökning bland 450 personer i den svenska Marinen. De statistiska test som genomförts är oberoende t-test och envägs-ANOVA. Resultat De som ser sig stanna kvar hos sin arbetsgivare om tre år eller inte har funderat på att lämna det senaste året har signifikant högre WSOC än de som inte ser sig stanna kvar eller har övervägt att sluta. Starkare WSOC tyder på en högre intention för värnpliktiga att ta anställning och för GSS/K att söka officersutbildning. Resultatet tyder även på ett samband mellan WSOC och balansen mellan arbete och privatliv. Slutsats Resultatet tyder på ett samband mellan ett högre WSOC och en vilja att stanna hos sin arbetsgivare. Med vetskapen om hur personalen uppfattar sin känsla av sammanhang på arbetet kan en arbetsgivare vidta åtgärder för att öka behållandegraden och även som i Försvarsmaktens fall, öka rekryteringsgraden till myndigheten. Nyckelord Arbetsrelaterad känsla av sammanhang, behålla personal, rekrytering, Försvarsmakten, balans mellan arbete och privatliv. / Introduction Work related sense of coherence (WSOC) can be used as an indicator of well-being at work and is based on how employees view their work in terms of manageability, comprehensibility and meaningfulness. Research on how WSOC affects employees’ willingness to stay with their employer is as of now limited. Aim The aim of the study was to investigate how WSOC relates to employees' intention to remain with their employer. Method The aim and sub-questions were answered through a quantitative analysis based on a survey among 450 employees in the Swedish Navy. The statistical tests carried out are independent t- test and one-way ANOVA. Results People who see themselves staying with their employer for the next three years or those who have not considered leaving in the past year have a significantly stronger WSOC than those who do not see themselves staying or have considered leaving. Stronger WSOC furthermore indicated a higher intention for conscripts to take up employment and for employed sailors to enroll for officer training. The results also indicate a relationship between WSOC and work- life balance. Conclusion The results indicated a relationship between a stronger WSOC and a willingness to stay with one's employer. With the knowledge of how the employees perceives their sense of coherence at work, an employer can take measures to increase the retention rate and also, as in the case of the Armed Forces, increase the recruitment rate. Key words Work related sense of coherence (WSOC), retention, recruitment, Armed forces, work-life balance.

Bakgrund: Arbetsrelaterad stress kan relateras till arbetstagarnas hälsa och bidrar till hög personalomsättning och ökade kostnader. Samtidigt är kunskapsdelning en betydande resurs för organisationers förmåga att ta vara på kunskap, främja medarbetarnas välmående samt behålla sin personal. Det saknas konsensus i tidigare forskning på hur stress och kunskapsdelning samverkar samt hur tjänstemän respektive arbetare modererar detta samband. Denna studie syftar därav till att undersöka sambandet mellan stress och kunskapsdelning på arbetsplatsen samt om sambandet modereras av kategorierna white och blue collar.  Metod: Studiens data insamlades via en digital enkät bestående av 14 items som mäter stress (PSS-14) samt 11 items som mäter kunskapsdelning baserat på instrument utvecklat av Xiao m.fl. (2017), Wang m.fl. (2017) och Wang och Kwek (2018). Totalt var det 138 respondenter som hade svarat på samtliga frågor (inklusive kontrollvariabler). Multipel regressionsanalys med 5000 bootstraps iterationer användes för att studera korrelationen mellan arbetsrelaterad stress och kunskapsdelning. Det utfördes en analys av eventuell modererande effekt av arbetskategori på sambandet mellan stress och kunskapsdelning med hjälp av PROCESS-procedur för SPSS version 4.2 beta.  Resultat: Studiens resultat visar ett signifikant negativt samband mellan arbetsrelaterad stress och kunskapsdelning i arbetslivet på Beta = -.30 även efter kontroll för bakgrundsvariablerna sysselsättningsgrad, allmän hälsa och sömn. Ingen modererande effekt av arbetskategorierna white/blue collar kunde påvisas.  Slutsats: Resultatet ger insikt i sambandet mellan arbetsrelaterad stress och kunskapsdelning. Resultaten indikerar att en minskning av arbetsrelaterad stress kan främja kunskapsdelning och öka organisationernas förmåga att behålla anställda. Därmed kan kostnader för personalomsättning, rekrytering och frånvaro även minskas. / Background: Work-related stress can be linked to employees' health and contributes to high staff turnover and increased costs. At the same time, knowledge sharing is a significant resource for organizations' ability to leverage knowledge, promote employee well-being, and retain their employees. There is no consensus in previous research on how stress and knowledge sharing interact, as well as how white collar and blue-collar workers moderate this relationship. Therefore, this study aims to investigate the relationship between stress and knowledge sharing in the workplace, and whether the relationship is moderated by the categories of white and blue-collar workers. Method: The study's data was collected via a digital survey consisting of 14 items measuring stress (PSS-14) and 11 items measuring knowledge sharing based on instruments developed by Xiao et.al. (2017), Wang et.al. (2017) and Wang and Kwek (2018). In total, there were 138 respondents who had answered all questions (including control variables). Multiple regression analysis with 5000 bootstrap iterations was used to study the correlation between work-related stress and knowledge sharing. An analysis of the potential moderating effect of occupational category on the relationship between stress and knowledge sharing was also conducted using the PROCESS procedure for SPSS version 4.2 beta. Results: The study's results show a significant negative correlation between stress and knowledge sharing in the workplace at Beta= -.30 even after controlling for the background variables employment rate, general health, and sleep. No moderating effect of the white/blue collar work categories could be found. Conclusion: The results provide insight into the relationship between work-related stress and knowledge sharing. The results indicate that reducing work-related stress can promote knowledge sharing and increase the organization's ability to retain employees. Thus, costs for staff turnover, recruitment, and absenteeism can also be reduced.

Abstract The Armed Forces are in an expansive period where the need for competent personnel is greater than ever. Partly due to the need to train soldiers and new officers being greater than in a long time and the need to maintain readiness in accordance with the interpretation of the world situation. This is a situation where the Armed Forces have a competence-preserving anorexic organization which, due to political decisions, has decreased by 70% since the 1990s. In 2015, due to Russia's annexation of Crimea, the political orientation changed to increase the capabilities of the Armed Forces. This intensified in 2022 with Russia's attack on Ukraine. The study was conducted at a unit where data was collected between the years 2017-2022. In 2017, the surveyed unit had 393 officers and 2022 318 officers, which is a decrease of 75 officers during the period. How can it be that a unit loses 75 officers in 5 years when politicians want the Armed Forces to grow?   The study shows that officers terminate their employment due to the tensions that arise between the three identified Sensemaking processes. These processes are the Authority, the Profession and the individual. • The resignations of officers arise when a person is faced with an ultimatum in which they are forced to choose between the Authority, the Profession and the Individual and its basic truths. • And when the Armed Forces are unable to give meaning to the forced change of meaning. The cumulative tension of meaning to which the professional officer is exposed during his career is increasing in relation to level and family situation. The triggers that lead up to the ultimatum are lack of opportunity to influence the organization as well as one's own situation, lack of support and trust from the manager, and lack of quality time with the family.  The conflict between the Authority and the Profession is based on the different views on the emphasis placed on training military units. The conflict between the individual and the profession is about the double loyalty between the family and the unit. The conflict between the Individual and the Authority is based on what the job gives in relation to the sacrifice the individual makes.  The study was carried out with the approach of understanding and interpretingthrough sensemaking why officers leave the Armed Forces to a greater extent than the unit wants. This is a hermeneutic, inductive and qualitative study where interviews and workshop are used to gather data which is then analysed in a GT inspired method.