Syftet med denna studie var att undersöka om det fanns ett samband mellan upplevd möjlighet till flexibla arbetsarrangemang och arbetstillfredsställelse, samt att se om variansen i arbetstillfredsställelse bäst predicerades av temporal eller spatial flexibilitet. Data samlades in genom en digital enkät där arbetstillfredsställelse mättes genom mätverktyget Minnesota Satisfaction Questionaire (MSQ) och flexibla arbetsarrangemang mättes genom New Ways of Working Scale. Resultatet visade att temporal- och spatial flexibilitet var signifikant positivt korrelerade med arbetstillfredsställelse. Resultatet visade även att prediktorerna temporal- och spatial flexibilitet tillsammans kunde förklara en signifikant del av variansen i arbetstillfredsställelse men att det endast var spatial flexibilitet som ensam kunde förklara en signifikant del. Resultatet kan ses som en indikation på att det flexibla arbetsarrangemanget med dess innebörd om ökad autonomi och kontroll har en positiv inverkan på arbetstagares arbetstillfredsställelse och kan därför således användas i konkurrenssyfte av arbetsgivare för att bibehålla och attrahera ny personal. / The purpose of this study was to examine the relationship between flexible work arrangement and job satisfaction, and to determine whether the variance in job satisfaction was better predicted by temporal or spatial flexibility. Data were collected through a digital survey, where job satisfaction was measured using the Minnesota Satisfaction Questionnaire (MSQ) and flexible work was measured using the New Ways of Working Scale. The results showed that both temporal and spatial flexibility were significantly correlated with job satisfaction. Furthermore, the predictors of temporal and spatial flexibility together accounted for a significant part of the variance, but it was only spatial flexibility that could independently explain a significant part. These findings indicate that flexible work, with its implications of increased autonomy and control, has a positive impact on employees' job satisfaction. Therefore, it can be utilized by employers as a competitive advantage to retain and attract new personnel.

Bakgrund: Covid-19 pandemin skapade en förändring i organisationers arbete, då allmänna råd var att arbetsgivare skulle möjliggöra ett distansarbete. Detta innebar en intensifiering i användandet av flexibla arbetsarrangemang. FWA var tidigare inget prioriterat arbetssätt i organisationer, men det blev snabbt en nödvändighet för att kunna fortsätta bedriva verksamheter. FWA möjliggörs med hjälp av digitala hjälpmedel, och under pandemin påskyndades även utvecklingen av tekniken. Den digitala tekniken gör att individer kan utföra sitt arbete på alternativa platser och under olika tider, detta förhållande regleras inte till samma utsträckning som när organisationer enbart arbetar på kontoret. Den ökade användningen av FWA har påverkat organisationer positivt men det har även inneburit nya utmaningar. Syfte: Uppsatsen syftar till att undersöka och därmed öka förståelsen för hur anställda i organisationer upplevt och arbetat med flexibla arbetsarrangemang före, under och efter pandemin.  Metod: Studien grundas i en kvalitativ metod med semistrukturerade intervjuer, genom intervjuerna har författarna erhållit empirin. Det har även samlats in sekundärdata från olika källor som vetenskapliga artiklar. Empiri och Slutsats: Respondenternas svar på intervjufrågorna presenteras i empirin där författarna lyfter olika citat och sammanfattar olika ståndpunkter som lyfts fram under intervjuerna. I slutsatsen framförs det hur avgörande den digitala tekniken är för ett arbete med FWA, samt vilka utmaningar och möjligheter som finns i ett arbete med FWA och hur det kan utspela sig i framtiden. / Background: The Covid-19 pandemic created a change in the work of organizations, as general advice was that employers should enable teleworking. This generated an intensification in the use of flexible work arrangements. FWA was previously not a priority approach in organizations, but it quickly became a necessity to be able to continue running businesses. FWA is made possible with the help of digital aids, and during the pandemic, the development of technology was also accelerated. Digital technology allows individuals to perform their work in alternative locations and at different times, this relationship is not regulated to the same extent as when organizations only work in the office. The increased use of FWA has had a positive effect on organizations, but it has also entailed new challenges. Purpose: The thesis aims to investigate and thereby increase the understanding of how employees in organizations experienced and worked with flexible work arrangements before, during and after the pandemic. Method: The study is based on a qualitative method with semi-structured interviews, through the interviews the authors have gained empiricism. This also collected secondary data from various sources such as scientific articles. Empirical and Conclusion: The respondents' answers to the interview questions are presented in the empirical work, where the authors highlight different quotes and summarize different points of view that are highlighted during the interviews. The conclusion highlights how crucial digital technology is for working with FWA, as well as what challenges and opportunities there are in working with FWA and how it can play out in the future.

Syftet med studien var att undersöka upplevelsen av work-life balance bland ombudsmän vid ett fackförbund beläget i Mellansverige. Studien utgick från en kvalitativ metod genom semistrukturerade intervjuer med 10 respondenter. Resultatet analyserades genom en induktiv tematisk analys som genererade tre huvudteman; Personliga förutsättningar, Flexibla arbetsarrangemang och arbetsbelastning samt Rollen som ombudsman. Resultatet påvisade att majoriteten av respondenterna upplevde att de hade en god work-life balance. De menade att arbetslivet och privatlivet inte påverkar varandra i stor utsträckning, men uppgav att de vid ett antal tillfällen framförallt tvingats prioritera åtaganden i arbetslivet. Samtliga respondenter påtalade att deras upplevelse av balans periodvis kan förändras beroende på arbetsbelastning och personliga förutsättningar som familjesituation och erfarenhet av yrket. De menade även att de flexibla arbetsarrangemang och den kultur som präglar ombudsmannarollen har en inverkan på deras upplevelse av balans. / The purpose of the study was to investigate the experience of work-life balance among ombudsmen within a trade union located in the midst of Sweden. The study was based on a qualitative method conducted through semi-structured interviews with 10 respondents. The results were analyzed by an inductive thematic analysis that generated three main themes; Personal circumstances, Flexible work arrangements and work load and The profession of ombudsmen. The result demonstrated that the majority of the respondents felt that they had a good experience of work-life balance. They argued that their working life and private life do not have a major impact on each other but stated that they on numerous occasions primarily had to prioritize commitments in their working life. The respondents expressed that their experience of work-life balance may periodically change due to workload and personal circumstances such as family situation and experience of the profession. They also argued that the flexible working arrangements along with the culture that characterize their profession have an impact on the experience of work-life balance.

The study is based on empirical research. Ten semi-structured interviews were conducted with working parents having children under the age of eight (including eight years old). All informants were between 31-35 years old, from Fujian Province of China. The purpose of the research is to investigate how working parents experience work-life balance in their real lives. The research focuses on two aspects of working parents: work and personal life. The research theory mainly includes three aspects, namely, role balance and work-life balance, work-life conflict and inter-role conflict, and a gender perspective. These serve as explanatory tools for the subjective experience of working parents’ work-life balance. The study has answered and discussed the research questions from three aspects:(1) gender differences and flexible working arrangements. It is found that the incompatibility between fixed working hours and the family schedule requirements of working parents leads to work-life conflicts. Men and women adopt flexibility in different ways. (2) role and work-life conflict. The results show that blurring the blurred work-life boundaries has an adverse effect on both family roles and work roles. Furthermore, it is found that with the support and help of the elderly, the time conflict between family care and work for working parents can be reduced. However, if the concept of parenting between the two generations differs significantly, working parents’ sense of work-life conflict may still exist. (3) policies and measures for work-life balance. This part discusses how to better reconcile the work-life balance of working parents. It is divided into two sections, namely, the national policies and the measures of the organisations. Meanwhile, specific suggestions are given.