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There has been a widely held perception for a long time that the automotive industry largely consists of male-dominated professions. It is likely that this association will persist in the future, as there are deeply rooted structures and norms that uphold gender labeling within the automotive industry. The purpose of our study is to investigate women's perceptions of leadership and its impact on gender equality in the Swedish automotive industry. Previous research has primarily focused on the leadership perspective and undermined the experiences of female industrial workers. By focusing on women's perceptions and experiences of their immediate supervisors and their leadership, this study contributes to a deeper understanding of the barriers and challenges that women face within the automotive industry. The concepts of transformative and transactional leadership were used to differentiate different leadership behaviors. A qualitative method, based on semi-structured interviews, was employed to conduct the investigation. The results revealed that leadership has a significant impact on the social work environment, and that transformative leadership can positively influence the male-dominated automotive industry from a female perspective. / Det har länge funnits en vedertagen uppfattning om att fordonsindustrin till stor del innebär mansdominerade yrken. Det är sannolikt att denna association kommer att bestå i framtiden, då det finns djupt rotade strukturer och normer som upprätthåller genusmärkningar i fordonsindustrin. Syftet med vår studie är att undersöka kvinnors uppfattning av ledarskap och dess inverkan på jämställdhet i svensk fordonsindustri. Tidigare forskning har i huvudsak fokuserat på ledarskapsperspektivet och underminerat de kvinnliga industriarbetarnas erfarenheter. Genom att fokusera på kvinnors uppfattningar och erfarenheter av närmste arbetsledare och deras ledarskap, bidrar denna studie till en djupare förståelse av de hinder och utmaningar som kvinnor möter inom fordonsindustrin. Begreppen transformativt respektive transaktionellt ledarskap användes för att särskilja olika ledarskapsbeteenden. För att genomföra undersökningen användes en kvalitativ metod, baserad på semistrukturerade intervjuer. Det framgick av resultatet att ledarskapet har en stor inverkan på den sociala arbetsmiljön och att ett transformativt ledarskap kan påverka den mansdominerade fordonsindustrin positivt ur ett kvinnligt perspektiv

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Workplace safety, if not managed appropriately, can result in human and economic tolls. The need to establish and maintain a safe working environment has probably never been more important. Despite a mounting emphasis on safe work practices, the Bureau of Labor Statistics (BLS) reported a total of 5,702 fatalities in the United States in 2005. Among these fatalities, Latino workers, defined as both foreign-born and native-born (U.S.-born) workers of Latino ethnicity (BLS, 2006; Dong and Platner, 2004), accounted for 16% of those fatalities (BLS, 2006). Researchers are increasingly acknowledging that organizational factors are important in workplace safety (Hofmann, Jacobs, and Landy, 1995; Hurst, Bellamy, Geyer, and Ashley, 1991). However, there is a lack of cross-cultural comparison in this area. With the continuing increase in Latino construction workers and the level of injuries and fatalities, little attention has focused on the comparison of employment relationships between Latino and non-Latino construction workers and their supervisors and work environment. Therefore, this research endeavor used social exchange theory to examine the role of organizational factors in small construction firms to help explain why Latino workers have a disproportionate number of construction casualties compared to their non-Latino counterparts and to design a safety training program to help reduce the number of injuries, accidents, and fatalities in the workplace. The results of this is research endeavor demonstrated that both Latino and non-Latino and Latino groups had relatively equal perceptions of organizational support and distributive justice implying that Latinos and Latinos have identical support needs or that the construction firms' practices meet the support the workers need regardless of ethnicity. In addition, the study found ethnic group differences for safety climate, safety behavior, and cultural dimensions, which may contribute to the disproportionate number of fatalities for Latino workers. After uncovering group differences, this study tested the affect of training on perceived organizational support, distributive justice, safety climate, and safety behavior. This research demonstrated that providing training, of any type, as a source of perceived organizational support increases workers' perception of organizational support. Additionally, the study concluded that embedded sources of perceived organizational support in the training program increase workers' perceptions of distributive justice and safety climate. As a result, guidelines to improve workers' perception of organizational support and safety climate were created. Since high perceptions of safety climate are linked to less risky safety behaviors, embedding perceived organizational support into training programs can have an indirect affect on the workers' safety behavior. For that reason, improving the safety behavior of workers and the workers' perception of a safe work environment can lead to reduced accidents, injuries, and fatalities in the construction industry. / Ph. D.

Syfte: Syftet är att öka förståelsen för hur perceived organizational support (POS) påverkar verksamheters fördelning av ansvar ur ett ledarperspektiv, med avseende på medarbetares vilja att ta ansvar.  Metod: Studien har genomförts med en kvalitativ forskningsstrategi som präglats av den hermeneutiska forskningstraditionen samt ett konstruktivistiskt synsätt. Data från tidigare forskning låg till grund för den teoretiska referensramen medan tio semistrukturerade intervjuer utgjorde det empiriska materialet. Dessa båda bearbetades och jämfördes genom en tematisk analys.  Resultat och Slutsats: Studiens resultat visar att stöd från organisationen påverkar medarbetarnas vilja att ta ansvar genom att påverka beslutsprocessen i samband med ansvarstagande. Negativa effekter och risker som kan uppstå när ansvar fördelas på medarbetare kan med hjälp av rätt stöd från organisationen motverkas till en betydande del. Studiens bidrag: Studiens teoretiska bidrag är att visa på den påverkan som POS har på den individuella beslutsprocessen som sker kring ansvarstagande, till följd av strukturell Empowerment. En ökad förståelse har även skett då studien skett ur ett ledarperspektiv. Det praktiska bidraget som studien ger innefattar en redogörelse för hur POS kan användas samt påverka flera av delarna som innefattas av den beslutsprocess som sker hos medarbetare. Förslag till fortsatt forskning: Vårt förslag till fortsatt forskning är att studera POS påverkan på andra typer av beslutsprocesser. Detta anser vi kan skapa fördjupat och relevant material på området. Vi upplever även att POS:s påverkan och effekter på ansvarsfördelningen kan studeras ur ett medarbetarperspektiv. En sådan studie kan belysa de effekter som uppstår utifrån den psykologiska grenen av Empowerment. / Aim: The aim of the study is to increase the understanding of how perceived organizational support (POS) affects organization’s distribution of responsibility from a leader perspective, with regard to employee’s willingness to take responsibility. Method: The study has been conducted with a qualitative strategy and is characterized by the hermeneutic research- tradition and a constructive viewpoint. Data analysis of previous research has been conducted to establish the theoretical framework. Alongside itw, ten semi-structured, interviews have been conducted to establish empirical data. All the data has been compared with a thematical analysis. Result & Conclusions: The results of the study show that organizational support effects employees’ willingness to take on responsibility by affecting the decision process, which is connected to taking responsibility. Negative effects and risks that can occur with distribution of responsibility to employees can be largely outmaneuvered by the organization. Contribution of the thesis: The theoretical contribution is to shed light on the effects that emerges following the influence that POS have on distributing responsibility, as a consequence of structural Empowerment. Increased understanding has been a result due to the study taking the perspective of leaders. The practical contribution consists of a exposition on how POS affects the multiple stages covered by the individual decision process that takes place. Suggestions for research to come: We see the need to broaden the area involving POS and different decision-making processes. We also think that it would be relevant for the research area to examine POS and psychological empowerment, which could be done from a employee perspective.

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Titel: Hybridarbetet: Arbetsplatsen och platsen för arbetet - En kvalitativ studie av medarbetares upplevelser. Nivå: Examensarbete på grundnivå (kandidatexamen) i ämnet företagsekonomi. Författare: Katarina Danielsson och Maja Mettävainio Handledare: Emilia Kvarnström Datum: 2024 – maj Syfte: Syftet med uppsatsen är att skapa förståelse för hur medarbetare upplever hybridarbetet. Metod: Examensarbetet präglas av en kvalitativ metod bestående av semistrukturerade intervjuer med åtta respondenter som har erfarenhet av hybridarbete under och efter Covid-19 pandemin. Samtliga intervjuer har transkriberats, kodats induktivt och därefter analyserats tematiskt innan empirin redovisats och diskuterats i uppsatsen. Resultat och slutsats: Tillit, förtroende och flexibilitet är de förutsättningar som krävs för att möjliggöra hybridarbetet, men organisationer och ledare erbjuder inte alltid förutsättningarna. Vidare bör kontroll, motstånd och ogenomtänkta kontorsytor avskaffas då de skapar låg tillfredsställelse. Följaktligen är platsen för arbetet inte längre av lika central betydelse. Vidare är småbarnsföräldrar den arbetsgrupp som mest fördelaktigt använder hybridarbetet. Examensarbetets bidrag: Uppsatsen visar de förutsättningar som efterfrågas av medarbetare samt vilka förutsättningar organisationer erbjuder; och hur det har en inverkan på balans och arbetstillfredsställelsen. Uppsatsen konstaterar även att hybridarbetet är signifikant för småbarnsföräldrar samtidigt som platsen för arbetet numera är mindre relevant. Förslag till fortsatt forskning: Utföra samma studie med kvantitativ metod och större urval för att förtydliga sambandet mellan hybridarbete, arbetstillfredsställelse och Perceived Organizational Support. / Title: Hybrid work: The workplace and the place of work - A qualitative study of employee experiences. Level: Bachelor's degree thesis in the subject of business administration. Author: Katarina Danielsson and Maja Mettävainio Supervisor: Emilia Kvarnström Date: 2024 - May Aim: The aim of the thesis is to create an understanding of how employees experience hybrid work. Method: The thesis is characterized by a qualitative method consisting of semi-structured interviews with eight respondents who have experience of hybrid work during and after the Covid-19 pandemic. All interviews have been transcribed, coded inductively and then analyzed thematically before the empirical evidence is reported and discussed in the thesis. Results and conclusions: Trust and flexibility are the conditions required to enable hybrid work, but organizations and leaders do not always offer the conditions. Control, resistance and ill-conceived office spaces should be abolished as they create low satisfaction. Consequently, the location of the work is no longer of such central importance. Furthermore, parents of young children are the work group that benefits from hybrid work. Contribution of the thesis: The conditions demanded by employees as well as the conditions organizations tend to offer; and how it has an effect on balance and job satisfaction. The essay also states that hybrid work is significant for parents of young children, while the location of the work is of minor importance. Suggestions for future research: Conduct the same study with quantitative method and larger sample to clarify the relationship between hybrid work, job satisfaction and Perceived Organizational Support.

Anställdas upplevda kontroll över sin arbetssituation varierar från person till person och kan till viss del bero på deras ålder och hur de upplever sin omgivning på arbetsplatsen. Studiens syfte var att undersöka eventuella samband mellan Work Locus of Control och upplevt organisationsstöd, arbetstillfredsställelse och ålder. Datainsamlingen genomfördes genom att dela ut en enkät till anställda tjänstemän med administrativa arbetsuppgifter inom offentlig och privat sektor i södra Sverige. Urvalet består av 74 deltagare (17 män och 57 kvinnor). För att mäta variablerna användes Work Locus of Control-skalan, items ur Survey of Perceived Organizational Support samt Overall Job Satisfaction. Enkäten inkluderade även bakgrundsfrågor. En korrelationsanalys med variablerna gav resultatet att Work Locus of Control har signifikanta samband med de undersökta variablerna. Resultaten går i linje med tidigare forskning och indikerar att personer som i större grad upplever sig kunna kontrollera sin arbetssituation även upplever högre organisationsstöd och högre arbetstillfredsställelse, samt att den upplevda kontrollen är högre hos äldre individer. En multipel regressionsanalys visar att hög arbetstillfredsställelse bäst predicerar en intern Work locus of Control. Resultaten visar inte någon signifikant skillnad i Work Locus of Control mellan anställda inom offentlig och privat sektor. / Employees' perceived control over their work situation varies from person to person and can to some extent depend on their age and how they perceive their environment in the workplace. The purpose of this study was to investigate possible connections between Work Locus of Control and Perceived Organizational Support, Job Satisfaction and age. Data collection was performed by handing out a survey to officials with administrative duties within the public and private sectors in southern Sweden. The sample consists of 74 participants (17 men and 57 women). To measure the variables, the Work Locus of Control Scale, items from the Survey of Perceived Organizational Support and Overall Job Satisfaction, were used. The survey also included background questions. A correlation analysis of the variables yielded that the work locus of control scale has significant correlations with the studied variables. The results are in line with previous research, indicating that individuals which to a greater extent perceive themselves able to control their work situation also experience higher organizational support and higher job satisfaction, and that perceived control is higher for older individuals. A multiple regression analysis shows that a high Job Satisfaction is the best predictor of an internal Work Locus of Control. The results show no significant difference in Work Locus of Control between employees in the public and private sectors.

This study investigates the effects of eight organizational support systems on virtual team effectiveness in five areas: communication, planning tasks and setting goals, solving problems and making decisions, resolving conflict, and responding to customer requirements. One hundred and eighty surveys were sent to information technology managers and collaborative team members, representing 43 companies. The results indicated that developing new roles for IT professionals and senior managers significantly increased virtual team effectiveness in several areas. The findings support the theory that organizations that utilize virtual teams must create high-level structures, policies, and systems to support the teams and the information tools they use.

This study investigates how the culture of an organization is related to the job satisfaction and turnover intentions of government accountants. I show that perceived organizational support serves as a mediator between organizational culture and both turnover intentions and job satisfaction. I evaluate how cultural effects have changed over time, and assess how the relations between the hypothesized associations differ between supervisory and staff accountants. I also look for differences in how accountants and primary care nurses may perceive organizational culture. I develop the constructs of interest, describe the proposed relationships, develop hypotheses, describe the sample frame, provide a detailed review of the methodology and describe the results. I conclude with a discussion of implications and limitations.