Arbetstidsförkortning är ett begrepp som avser en reducerad arbetstid, exempelvis att gå från en standardiserad åtta timmars arbetsdag till en sex timmars arbetsdag. I denna kandidatuppsats var syftet att undersöka medarbetares upplevelse av en sex timmars arbetsdag. För att uppfylla syftet utfördes en kvalitativ studie med en induktiv ansats. I studien användes ett målstyrt bekvämlighets urval där 10 deltagare med en sex timmars arbetsdag deltog. Intervjuerna som genomfördes var semistrukturerade och samtliga intervjuer spelades in och transkriberades. Därefter utfördes en tematisk analys på det insamlade materialet, vilket resulterade i tre huvudteman med tillhörande underteman. Resultatet visade att nästan samtliga deltagare hade liknande upplevelser av en sex timmars arbetsdag och därav resonerat likartat gällande tre huvudteman. Vidare framkom det att deltagarnas upplevelse av en sex timmars arbetsdag är positiv, dock tillkommer utmaningar som ojämn fördelning av vardagssysslor och försämrad dynamik bland kollegor. Studiens resultat diskuterades i förhållande till tidigare forskning, som till stor del stämde överens med det som framkommit i studien.

Abstract  The concept of balancing work and life has been actively discussed for over 150 years. Whereas people today are experiencing difficulties managing their work and life and the time spent on each, something that is causing them feelings of stress, fatigue and conflicts between their job and life sphere appear. This is an indication of a non-working work-life balance. Meanwhile, organizations both globally, and in Sweden, are getting more pressure on how the social environment and social aspects of an organization is doing and being handled, i.e., the employees and their wellbeing. New directives, like the EU's CSRD, are reshaping how organizations approach social sustainability alongside the established CSR framework, prompting a heightened focus on employee wellbeing and work-life balance. The purpose of this research paper was to gain a broader understanding if the concept and implementation of a four-day work week (4DWW) could help improve and affect the work-life balance among Swedish employees.  To conduct this study, both a literature review and a theoretical framework were performed. The literature review was conducted to gather information on the concept of a 4DWW, work-life balance, CSRD, CSR and I-CSR. Whereas the theoretical framework presents work-life balance theories. Further, seven in-depth interviews were conducted with people living between the north and south of Sweden and that worked full-time Monday through Friday. The respondents were given the choice to choose between an in-person interview or a video call. The answers were to be analyzed using a thematical analysis method.  The results indicated that there is a need for Swedish organizations to improve how they work with providing work-life balance to their employees since the results showed that full-time workers today are experiencing, among other things: lack of time, tiredness and not having time for leisure. However, all respondents expressed that a 4DWW, speculatively thinking, would help them improve their work-life balance and were positive against the idea of working four instead of five days a week. This also had the respondents thinking they would become more excited and productive at work and have more time left for other important areas of life. Finally, what was found was that the 4DWW concept does not solve all the problems faced by employees regarding work-life balance but would, speculatively, solve many of them.

The objectives of the study were to determine the relationship between the demographic variables, work-life balance (as measured by the Survey Work-Home Interaction - Nijmegen), job satisfaction (as measured by the Minnesota Satisfaction Questionnaire) and turnover intention (as measured by the Turnover Intention Scale); to determine whether the demographic variables and work-life balance significantly predict job satisfaction and turnover intention; and to determine the differences between biographical groups. A quantitative cross-sectional survey research design was applied to a stratified random sample of 79 employees in a South African IT company. Descriptive statistics, correlations, independent t-tests and regressions were used to analyse the data. Analysis revealed that job satisfaction has a significant negative relationship with turnover intention. Furthermore, the work-home interface sub-dimensions of work-life balance have both a positive and negative relationship with job satisfaction and turnover intention. There are significant differences between the various biographical groups. / Industrial and Organisational Psychology

Work–life balance is one of the most central issues and concerns for 21st century societies, and according to the American Psychological Association balancing work and family is one of the major challenges for the current generation of employees. Helping employees balance their work and family life is viewed as a social and business imperative since work–life imbalance experienced by employees negatively impacts on employers and society as a whole. Evidence from a study of international employers indicates significant increases in the implementation and use of workplace flexibility, more commonly known as flexitime, as a work–life balance policy. Research into the use and implementation of flexitime within South Africa is limited, especially with regard to the aspects that influence the use of flexitime as well as the associated benefits, challenges and consequences for both South African employees and organisations. Consequently, organisations are left to design, implement and manage their own flexitime policies, with very little information or guidance available to ensure employee and organisational benefit. In this study, a qualitative research design with an exploratory approach was used to explore and describe employees? perceptions regarding the implementation of flexitime. A non–probability purposive, voluntary sample of 15 participants was taken from the offices of an international auditing and consulting organisation located in Johannesburg. Data was collected by means of semi–structured individual interviews and the verbatim transcripts were analysed by means of content analysis. Seven themes were extracted from the interviews, namely: variations in the use of flexitime; factors influencing the use of flexitime; challenges relating to the use of flexitime; perceptions regarding the use of flexitime; required aspects for the effective use of flexitime; consequences relating to the use of flexitime; and the benefits resulting from the use of flexitime. Organisations should be made more aware of the individual as well as organisational benefits, challenges and consequences of flexitime as highlighted in this research. When implementing such policies, specific required aspects for the effective use of flexitime should be taken in consideration. Organisations interested in successfully implementing flexitime for the benefit of both the employee and organisation are advised to consider the findings of this study and take heed of the critical findings presented. Efforts should be made to accommodate employee preferences regarding their use of flexitime. Organisations should be alert to the potential challenges, consequences and negative perceptions surrounding flexitime and, consequently, the importance of ensuring that prerequisites or those aspects required for the implementation of flexitime are in place and perceptions relating to the policy are managed. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

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Work–life balance is one of the most central issues and concerns for 21st century societies, and according to the American Psychological Association balancing work and family is one of the major challenges for the current generation of employees. Helping employees balance their work and family life is viewed as a social and business imperative since work–life imbalance experienced by employees negatively impacts on employers and society as a whole. Evidence from a study of international employers indicates significant increases in the implementation and use of workplace flexibility, more commonly known as flexitime, as a work–life balance policy. Research into the use and implementation of flexitime within South Africa is limited, especially with regard to the aspects that influence the use of flexitime as well as the associated benefits, challenges and consequences for both South African employees and organisations. Consequently, organisations are left to design, implement and manage their own flexitime policies, with very little information or guidance available to ensure employee and organisational benefit. In this study, a qualitative research design with an exploratory approach was used to explore and describe employees? perceptions regarding the implementation of flexitime. A non–probability purposive, voluntary sample of 15 participants was taken from the offices of an international auditing and consulting organisation located in Johannesburg. Data was collected by means of semi–structured individual interviews and the verbatim transcripts were analysed by means of content analysis. Seven themes were extracted from the interviews, namely: variations in the use of flexitime; factors influencing the use of flexitime; challenges relating to the use of flexitime; perceptions regarding the use of flexitime; required aspects for the effective use of flexitime; consequences relating to the use of flexitime; and the benefits resulting from the use of flexitime. Organisations should be made more aware of the individual as well as organisational benefits, challenges and consequences of flexitime as highlighted in this research. When implementing such policies, specific required aspects for the effective use of flexitime should be taken in consideration. Organisations interested in successfully implementing flexitime for the benefit of both the employee and organisation are advised to consider the findings of this study and take heed of the critical findings presented. Efforts should be made to accommodate employee preferences regarding their use of flexitime. Organisations should be alert to the potential challenges, consequences and negative perceptions surrounding flexitime and, consequently, the importance of ensuring that prerequisites or those aspects required for the implementation of flexitime are in place and perceptions relating to the policy are managed. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

Women form a critical component of the workforce of South Africa. Therefore the issue of retaining women should be a strategic priority for organisations. This study focused on identifying general retention factors for women in a higher education institution. The research also examined the retention of women from two distinct leadership perspectives: how different leadership styles of managers and the presence of leadership opportunities for women could affect their retention. A cross-sectional quantitative research approach was followed. A non-probability simple random sample was drawn from permanent female staff at a higher education institution. Through the process of exploratory factor analysis, six retention factors were identified, namely unique needs, growth, recognition, work conditions, relationships and support. Correlation and regression analyses were conducted. The results indicated that various leadership constructs predicted the retention of women. Recommendations for retention strategies aimed specifically at women are suggested on the basis of these findings. / Business Management / M. Com.

The objectives of the study were to determine the relationship between the demographic variables, work-life balance (as measured by the Survey Work-Home Interaction - Nijmegen), job satisfaction (as measured by the Minnesota Satisfaction Questionnaire) and turnover intention (as measured by the Turnover Intention Scale); to determine whether the demographic variables and work-life balance significantly predict job satisfaction and turnover intention; and to determine the differences between biographical groups. A quantitative cross-sectional survey research design was applied to a stratified random sample of 79 employees in a South African IT company. Descriptive statistics, correlations, independent t-tests and regressions were used to analyse the data. Analysis revealed that job satisfaction has a significant negative relationship with turnover intention. Furthermore, the work-home interface sub-dimensions of work-life balance have both a positive and negative relationship with job satisfaction and turnover intention. There are significant differences between the various biographical groups. / Industrial and Organisational Psychology

denna studie undersöks vilka upplevda effekter avtalsformen förtroendearbetstid har på den enskilda individens välmående och dess balans mellan privat- och arbetsliv. Studien granskar även om personalansvar har betydelse för individens upplevelse av avtalsformen. En kvalitativ ansats har tillämpats för att ha möjlighet att skapa en djupare förståelse gällande individers upplevelse kring avtalsformen. I studien intervjuades sex stycken individer med avtalsformen förtroendearbetstid, varav tre av dessa innehar personalansvar. Resultatet visar att samtliga respondenter idag ställer sig positiva till förtroendearbetstid då avtalsformen skapar flexibilitet och således gynnar deras balans mellan privat- och arbetsliv. Däremot visar studien att gränsdragning mellan dessa sfärer inte alltid varit enkel vilket under tidigare perioder resulterat i stress och minskad återhämtning. Resultatet påvisar ingen större skillnad mellan de två urvalsgrupperna förutom att individerna som innehar personalansvar har större möjlighet att styra sin arbetstid. Teorier som används för att analysera materialet är bland annat krav, kontroll- och stödmodellen (Karasek & Theorell, 1990) samt Work life balance (Greenhaus, Collins & Shaw, 2003). Socialt stöd och vilka förväntningar organisation och kollegor har på individen är något som framkommit som betydande för individens upplevelse av förtroendearbetstid. Även individens personlighet samt erfarenhet av förtroendearbetstid har visat sig ha stor betydelse för hur personen hanterar och påverkas av avtalsformen. / This study investigates the effects of the Swedish contract form “förtroendearbetstid” on the individual's well-being and balance between private and working life. The study also examines if managers experience the contract form different from other employees. A qualitative approach has been applied to provide a deeper understanding of the individual's experience of the contract form. Six individuals were interviewed with the contract form “förtroendearbetstid” in this study, three of them were managers. The result shows that all respondents today are positive about the contract form and think it creates flexibility and benefits their balance between private and working life. On the other hand, the study shows that boundaries between the private and working life has not always been simple, which in earlier periods resulted in stress and reduced recovery. The result shows no bigger difference between the two selection groups, except that the managers has major opportunity to control their working hours. An analysis was made based on different theories, for instance the job demands, control and support model (Karasek & Theorell, 1990) and work Life Balance theory (Greenhaus, Collins & Shaw, 2003). Something that has emerged as important to the individual with the contract form is social support and also which expectations the organization and colleagues have on the individual. The person's characteristics, personality and experience of the contract form has prove to be of great relevance to how the person manages and is affected by the contract form.

The research revolves on the emergence of globalisation, change, competition, work pressure, and risks among others which have exposed insurance employees to work stress that can interfere with home activities. The research purpose was to determine the relationship between work stress, work-home interference, and organisational culture among insurance employees in the Zimbabwean context. The sample consisted of 240 participants, from which data was collected from 190 employees who responded to the questionnaires. The questionnaires were analysed using SPSS, internal consistency reliability analysis, and the inter-correlation analysis. The inferential statistics used were multiple linear regression and one way ANOVA. Substantial positive and negative correlations were noted for the six sub-scales of the Occupational roles questionnaire (ORQ), negative work-home interference (NWHI) and positive work-home interference (PWHI) scales, and the three sub-scales of the Organisational culture index (OCI). The research concluded that different measures should be taken to manage work stressors, depending on the organisational culture, and its employees to prevent spill-over which contributes to negative work-home interference. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)