Syfte: Syftet med studien är att undersöka i vilken omfattning chefer inom säljande organisationer i Sverige är ansedda som ödmjuka ledare av sina anställda. Studien ska också studera hur det ödmjuka ledarskapet inom dessa organisationer påverkar de anställdas jobbtillfredställelse och arbetsprestationer. Metod: Studien har utgått från en kvantitativ metod med ett deduktivt synsätt. Studien har utförts genom enkäter riktade till fastighetsmäklare i Sverige. Totalt nådde enkäten ut till 479 fastighetsmäklare med totalt 124 användbara respondenter. Utifrån resultatet kunde undersökningens data analyseras i programvaran JASP och sedan bearbetas. Resultat och slutsats: Studien visar på ett direkt samband mellan ödmjukt ledarskap och ökad jobbtillfredställelse. Detta i linje med tidigare studier. Studien visar däremot ingen direkt korrelation mellan ökade arbetsprestationer och ödmjukt ledarskap. Ett intressant fynd inom studien var en direkt korrelation mellan högre jobbtillfredställelse och högre arbetsprestationer. Detta tyder på att kopplingen mellan ödmjukt ledarskap och arbetsprestationer kan vara indirekt via högre jobbtillfredsställelse. Studiens bidrag: Studien bidrar till ökad förståelse kring hur utbrett det ödmjuka ledarskapet används inom olika branscher. Studien bidrar också till ökad förståelse hur det ödmjuka ledarskapet påverkar anställda inom säljande organisationer. Genom empiriska bevis inom säljande organisationer kan modellen för hur ödmjukt ledarskap korrelerar med jobbtillfredställelse och arbetsprestation revideras.Förslag till vidare forskning: Utifrån denna studie lyfts fyra förslag på framtida forskning. Dessa baseras på svagheter i denna studie samt avsaknaden av djupare information i tidigare forskning. Genom att göra en studie inom en säljande organisation med större bredd skulle en framtida studie kunnat ge ett resultat som gått att generalisera till branschen som helhet. Detta skulle kunna bidra till bättre svar om hur det ödmjuka ledarskapet kan komma att användas inom de säljande organisationerna. Utöver det bör en kvalitativ studie utföras inom säljande organisationer för att få ett ytterligare djup i varför det ödmjuka ledarskapet ökar jobbtillfredställelsen och hur ledaren bör agera för att ses som ödmjuk i sin ledarroll. / Aim: The purpose of the study is to investigate to what extent managers in selling organizations in Sweden are seen as humble leaders by their employees. The study will also study how the humble leadership within these organizations affects the employees' job satisfaction and job performance. Method: The study has been based on a quantitative method with a deductive approach. The study has been carried out through surveys aimed at real estate agents in Sweden. In total, the survey reached 479 real estate agents with a total of 124 useful respondents. Based on the results, the survey data could be analyzed in the JASP software and then processed. Result and Conclusions: The study shows a direct connection between humble leadership and increased job satisfaction. This is in line with previous studies. However, the study shows no direct correlation between increased job performance and humble leadership. An interesting finding within the study was a direct correlation between higher job satisfaction and higher job performance. This suggests that the link between humble leadership and job performance may be indirect via higher job satisfaction. Contributions of the thesis: The study contributes to an increased understanding of how widespread humble leadership is used in various industries. The study also contributes to increased understanding of how humble leadership affects employees within selling organizations. Through empirical evidence in selling organizations, the model of how humble leadership correlates with job satisfaction and job performance can be revised.Suggestions for future research: Based on the study, four suggestions for future research are raised. These are based on weaknesses in this study as well as the lack of deeper information within the previous research. By conducting a study within a sales organization with greater breadth, a future study could have produced a result that could be generalized to the industry. This could have contributed to better answers about how humble leadership can be used within the selling organizations. In addition to that, a qualitative study should be conducted within selling organizations to gain further depth into why humble leadership increases job satisfaction and how the leader should act to be seen as humble in their leadership role.

Title: The interaction between humans and machines: A case study on employee job satisfaction during the implementation of artificial intelligence in the workplace Background & problem discussion: As companies adopt new technologies, ensuring job satisfaction is a key for smooth transitions. AI revolutionizes work methods by automating tasks, enhancing efficiency, and requiring new skills. However, AI integration raises concerns about its impacts on roles and satisfaction. While boosting productivity and efficiency, AI can displace human tasks, causing fear and resistance to the new technology. Balancing efficiency with maintaining human expertise is vital, as it affects motivation and engagement in the work. Understanding AI’s impact on job satisfaction is essential, as it significantly influences employees overall experience. Purpose: The purpose of the study is to create an understanding of the employees’ job satisfaction when implementing AI technology in the workplace. Method: This study uses a qualitative research method to understand how AI implementation affects employee job satisfaction at Scania in Oskarshamn. The method focuses on gaining in-depth insights from the employees’ perspective through semi-structured interviews and observations. A case study design was chosen to analyze detailed aspects of AI use within the company. To ensure the reliability, trustworthiness and confirmation of the study, a transparent research process was followed with feedback to the participants. Findings & conclusion: The results showed that both intrinsic and extrinsic involvement were important for job satisfaction. Employees with strategic roles saw AI as an opportunity for improvement, while operational employees felt secure in the use of AI. The study emphasized the importance of fostering an inclusive work culture to ensure positive attitudes towards change and sustained job satisfaction. The conclusion provides both a practical and theoretical contribution for understanding job satisfaction when using AI-technology.