Problem: Mental health issues are rising, driven by stress leading to significant sick leave and reduced work capacity. Prolonged sick leave has detrimental effects on individuals and society, emphasizing the need to support return to work (RTW) efforts. Flexible work options like remote work could aid this transition by providing greater autonomy and adaptability. However, further research investigating how remote work flexibility supports RTW after mental health-related absences is crucial. Aim/purpose: To investigate and describe how employees experience remote work when returning to work after sick leave due to stress-related mental health issues. Method: A qualitative method with an inductive approach was applied. Empirical data was collected through semi-structured interviews and the data was analyzed using qualitative content analysis. Results: The study found that remote work during RTW was mostly positive. Participants appreciated the ability to adapt work and hours to their needs. However, they noted negative aspects like altered demands and lack of social interaction and support. The extent of remote work was particularly significant later in the RTW process. Conclusion: The study's results showed that remote work can have a double-edged effect, although the positive experiences outweighed the negative. The results indicate that remote work can be a work adaptation that could promote RTW

The purpose of the study is to increase the understanding of hybrid work and examine how this form of work affects organizational culture, perceived work performance and employee motivation. How does hybrid work affect organizational culture, perceived work performance and employee motivation in organizations? The study uses a qualitative research method with phenomenography. The study uses a theoretical framework to design interview questions and structure the analysis of empirical data, which means a deductive approach. Empirical data were collected through semi-structured interviews.The results of the study show that hybrid work has changed the organizational culture by increasing the flexibility and freedom of the employees which has led to increased acceptance of remote work. The study found challenges with hybrid work that include a lack of spontaneity and creativity as well as difficulties with communication and participation in hybrid meetings. Work performance improves rather than deteriorates with the flexibility to choose. Employees' autonomy and motivation are strengthened by the flexibility of the hybrid work model. / Studiens syfte är att öka förståelsen för hybridarbete och undersöka hur denna arbetsform påverkar organisationskulturen, upplevda arbetsprestationer och medarbetarnas motivation. Hur påverkar hybridarbete organisationskulturen, upplevda arbetsprestationer och medarbetarnas motivation i organisationer? Studien använder en kvalitativ forskningsmetod med fenomenografi. Studien använder ett teoretiskt ramverk för att utforma intervjufrågor och strukturera analysen av empirisk data vilket innebär en deduktiv ansats. Empirisk data samlades in genom semistrukturerade intervjuer. Resultaten av studien visar att hybridarbete har förändrat organisationskulturen genom att öka flexibiliteten och friheten för medarbetarna som har lett till ökad acceptans för distansarbete. Studien fann utmaningar med hybridarbete som inkluderar brist på spontanitet och kreativitet samt svårigheter med kommunikation och delaktighet vid hybrida möten. Arbetsprestationen förbättras snarare än försämras med flexibiliteten att välja. Medarbetarnas autonomi och motivation stärks av flexibiliteten i hybridarbetsmodellen.

Forskningsfråga: Hur hanterar chefer utmaningarna de möter i hybridbaserade arbetskontexter, och hur påverkas chefers arbetsuppgifter? Syfte: Syftet är att utifrån chefers erfarenheter, utforska hur chefsarbete och chefsrollen påverkas av hybrida arbetskontexter i en postpandemisk tidskontext. Genom att tillämpa en kvalitativ metodologi inspirerad av grundad teori, avser studien att belysa de utmaningar som chefer ställs inför i en hybrid arbetskontext i Sverige. Ambitionen är att studiens resultat ska vara relevanta och tillämpbara i både praktiska och akademiska sammanhang. Metod: Kvalitativ metod, grundad teori, intervjuundersökning & tematisk analys. Slutsatser: Hybridarbete förändrar chefers arbetsuppgifter och gör chefsrollen mer komplex. Chefsarbetet förändras främst av att chefen i en hybridarbetskontext behöver kompromissa mellan komplexa och ibland motstridiga intressen för att finna en sund balans mellan kontorsarbete och distansarbete. Genom att hantera utmaningar i en hybrid arbetskontext förändras chefens arbete avseende ytterligare tre aspekter, nämligen; arbetsuppgifter relaterade till styrning och vägledning, sociala och kommunikativa uppgifter samt arbetsmiljöoriterade arbetsuppgifter. Genom användning av grundad teori har det varit möjligt att identifiera chefsuppgifter som är unika för hybridarbetssammanghang. / Research question: How do managers handle the challenges they face in hybrid work contexts, and how is managerial work affected in hybrid work settings? Purpose: The purpose of this study is to investigate managers experience of distance- and hybrid work settings and understand how it affects managers and their work in a post-pandemic context. The ambition is to highlight challenges that arise in these work contexts from a managerial perspective, as well as contributing with practical insights to optimize the construct of hybrid work settings. Method: Qualitative method, grounded theory, interview survey, thematic analysis. Conclusions: Hybrid work changes managers’ work and makes the role more complex. Managerial work changes primarily as a result of the manager in a hybrid work context needs to compromise between complex and conflicting interests in order to find balance between office work and remote work. By dealing with challenges in a hybrid work setting, the managers work changes in three additional aspects, tasks related to management and supervision, social and communicative tasks and tasks related to work environment.

To engage in wage labor is a significant aspect of many individuals' lives. A workplace can be a space where colleagues communicate and interact with each other. In light of the COVID-19 pandemic, numerous individuals were forced into remote work, which became a substantial part of employees' new routines. As restrictions on remote work are lifted, a transition phase begins for some employees. Today, many wage earners have returned to a physical workplace. This transition is something that may have affected the social work environment. Therefore, the purpose of this thesis is to create a deeper understanding of employees' experiences of interaction in the physical workplace after a period of remote work. To address the purpose, seven employees in the white-collar sector who have all experienced the transition from remote work back to a physical workplace were interviewed. The results were analyzed using Randall Collins (2004) framework on interaction rituals and emotional energy, as well as previous research on the positive and negative effects of interaction in a workplace. The results show that employees now appreciate interaction in the physical workplace more than before the pandemic. It highlights that the everyday interactions occurring with employees' return to a physical workplace contribute to creating well-being. Spontaneous interactions, such as a good morning when entering the office or small talk in the corridor, can be satisfying and foster a sense of comfort among employees. The results indicate that employees describe shared breaks as contributing to maintaining a sense of community and providing a feeling of belonging. However, interaction can also be perceived as distracting, as employees have become accustomed to working in a calm and uninterrupted environment while working from home. The results also show that new patterns of interaction using digital tools continue to be useful upon returning to the office, but these digital platforms fail to replicate the informal interactions and social bonds that typically occur in a physical workplace. / Att lönearbeta är en stor del av många individers liv. En arbetsplats kan vara en plats där kollegor kommunicerar och interagerar med varandra. I samband med covid-19 tvingades en mängd individer till distansarbete, och det blev en stor del av anställdas nya vardag. Rådet kring att arbeta på distans tas bort och en återgångsfas påbörjas för en del anställda. Idag har många anställda kommit tillbaka till en fysisk arbetsplats igen. Denna omställning är något som kan ha påverkat den sociala arbetsmiljön. Syftet med uppsatsen är därför att skapa djupare förståelse för anställdas upplevelser av interaktion på den fysiska arbetsplatsen efter en period av distansarbete. För att besvara syftet har sju anställda inom tjänstemannasektorn som alla varit med om en omställning från distansarbete tillbaka till en fysisk arbetsplats intervjuats. Resultatet har analyserats med hjälp Randall Collins (2004) ramverk om interaktionsritualer och emotionell energi samt tidigare forskning kring vilka positiva och negativa effekter interaktion kan ha på en arbetsplats. Resultatet visar att de anställda uppskattar interaktion på den fysiska arbetsplatsen mer nu än innan pandemin. Det tydliggör att den vardagliga interaktion som sker i samband med anställdas återkomst till en fysisk arbetsplats bidrar till att skapa välbefinnande. Den interaktion som sker spontant såsom ett godmorgon när man kommer in i kontorslandskapet eller småprat i korridoren, kan vara tillfredställande och skapa trivsel hos de anställda. Resultatet visar att de anställda beskriver att de gemensamma rasterna bidrar till att upprätthålla en gemenskap och ger en känsla av tillhörighet. Men parallellt kan interaktion upplevas distraherande, på grund av att de anställda blivit van av att arbeta i en lugn och ostörd miljö när de arbetade hemifrån. Resultatet visar även att nya mönster av interaktion med hjälp av digitala hjälpmedel fortsätter vara användbara vid återkomsten till ett kontorslandskap, men att dessa digitala plattformar inte lyckas att replikera den informella interaktionen och de sociala band som vanligtvis sker på en fysisk arbetsplats.

Introduktion; Forskning visar att ett flexibelt arbetssätt kan minska arbetsrelaterad stress men också öka arbetsbelastning och därmed minska välbefinnandet. Sjukfrånvarotalet har ökat efter pandemin, och ett flexibelt arbetssätt kan öka risken för utmattning och stressrelaterade sjukdomar. Individers personlighet och kön kan också ha en roll i hur ett flexibelt arbetssätt upplevs. Denna studie är av stor relevans för framtidens digitalisering och har hög folkhälsovetenskaplig relevans. Den kan hjälpa till vid utformningen av framtida arbetsmiljöer och policys för att stödja både arbetsgivare och arbetstagare. Syfte; Syftet med denna studie är att bidra till förståelsen av hur ett flexibelt arbetssätt har påverkat sjukfrånvarotalet i Sverige och därmed individens välbefinnande. Metod; En litteraturöversikt med induktiv ansats som tillämpar self-determination theory (SDT). Sökningar i databaserna Cinahl, Scopus, Medline EBSCO och Web of science. 14 inkluderade artiklar från 2014 och granskade med STROBE eller COREQ. Analysmetoden som har använts är en tematisk analys. Resultat; I dagsläget finns inget samband mellan graden av flexibelt arbetssätt och sjukfrånvarotalet bland svenska arbetstagare. Ett flexibelt arbetssätt verkar ha olika inverkan på den arbetsrelaterade stressen och därmed välbefinnandet. Slutsats; Sammanfattningsvis visar resultaten inte på något samband men det är en komplex relation mellan ett flexibelt arbetssätt, sjukfrånvaro och välbefinnande bland svenska arbetstagare, särskilt under Covid-19-pandemin när arbetssättet blev påtvingat. Flexibelt arbete har visat sig ha både positiva och negativa effekter på individens hälsa och välbefinnande. Det är viktigt att ta hänsyn till både arbetsrelaterad stress och behovet av social interaktion vid utformningen av flexibla arbetsstrukturer samt att individuella variationer kan förekomma. / Introduction; Research shows that flexible working conditions can reduce stress but also increase workload and thus reduce well-being. The work environment, including ergonomic conditions and work organization, affects the health and well-being of workers. Sick-leave rates has increased in Sweden after the pandemic and flexible working conditions can increase the risk of burnout and stress-related illnesses. Individuals' personality and gender can also play a role in how flexible working conditions is experienced. This study is of great relevance for the digitalization of the future and has high public health scientific relevance. It can help in the design of future work environments and policies to support both employers and employees. Aim; The purpose of this study is to contribute to the understanding of how flexible working conditions affects sick-leave rates in Sweden and thus the individual's well-being. Method; A literature review with an inductive approach that applies self-determination theory (SDT). Searches in the databases Cinahl, Scopus, Medline EBSCO and Web of science. 14 included articles from 2014 and are reviewed with STROBE or COREQ. The analysis method that has been used is a thematic analysis. Results; Currently, there is no connection between the degree of flexible working conditions and sick-leave among Swedish employees. Flexible working conditions seems to have different effects on work-related stress and thus well-being. Conclusion; In summary, the results shows no connection but it is a complex relationship between flexible working conditions, sick-leave and well-being among Swedish workers, especially during the Covid-19 pandemic when the working method was imposed. Flexible working conditions has been shown to have both positive and negative effects on the individual's health and well-being. It is important to consider both work-related stress and the need for social interaction when designing flexible working conditions and that individual variations may occur.

La pandémie de la COVID-19, dont les effets se font ressentir à partir de la fin de l’année 2019, domine toutes les dimensions de la vie dans le monde entier. La communauté internationale à travers l’OMS incite les pays à se confiner, compte tenu du nombre de cas et de morts en augmentation. Malgré la découverte des vaccins, l’isolement et le confinement se poursuivent. La COVID-19 a également d’importantes conséquences sur la vie professionnelle. Pour nombre de groupes professionnels, la crise sanitaire se traduit par une adaptation à cette nouvelle forme de travail. Le confinement entraîne la mise en place de modes de travail inhabituels comme le télétravail auquel la plupart des cadres professionnels n’était pas préparée. La structure hybride du télétravail risque de réduire les frontières entre la vie professionnelle et la vie privée et de menacer le droit à la vie privée. Il est incontestable que la COVID-19 a aussi des impacts profonds sur les manières de travailler des professionnels d’information. Notre étude vise à obtenir une meilleure compréhension des effets du télétravail en confinement sur les services et les bibliothécaires de référence des bibliothèques universitaires dans la période pandémique en Turquie. Dans cette étude quantitative, la méthode privilégiée était l’enquête par questionnaire en ligne. Selon les données que nous avons collectées par l’intermédiaire d’un questionnaire en ligne, nous avons constaté que le télétravail en confinement estompait les frontières entre la sphère professionnelle et la sphère privée des bibliothécaires de référence surtout avec enfant(s) ou en couple. Cette étude nous a également permis de déterminer les types de services de référence et les ressources, surtout numériques, pour offrir ce service. Elle nous a aidé aussi à évaluer les effets des facteurs comme le genre et l’infrastructure technologique, et à voir à quel niveau le domicile convenait pour ce type de travail. Selon nous, les résultats de cette recherche pourraient être révélateurs pour déterminer la feuille de route dans ce processus. Aussi, notre étude contribuera à combler les manques dans ce domaine et à identifier des pistes de réflexion pour les recherches futures. / The COVID-19 pandemic whose effects have been felt from the end of 2019, has dominated all aspects of public life across the globe. International community through the WHO incite countries to lock down because of the increasing number of cases and deaths. Despite the discovery of vaccines, isolation and lockdown continue. The global spread of the coronavirus has significant consequences on professional life. For many professionals, this health crisis resulted in adaptation to a new form of working. The lockdown introduced new and unusual ways of working like telecommuting for whom most of the professionals were not prepared. Hybrid structure of telecommuting could reduce boundaries between professional and personal life and threaten right to privacy. There is compelling evidence that COVID-19 has also deep impacts on the way that information professionals work. Our study aimed at understanding the effects of telecommuting on private sphere, and changes in reference services offered by university librarians during pandemic in Turkey. Our studies show the consequences of social distancing on reference services, which normally necessitate a proximity between librarian and user, and how telecommuting during the lockdown blur boundaries between professional and private sphere. In the “new normal”, private sphere is a hybrid space which includes both spheres. The method that we have adopted was online questionnaire survey to obtain a portrait of the impacts of telecommuting during the lockdown on references services and on reference librarians who are working at university libraries in Turkey. In our opinion, our study would fill the lack in this field and contribute to adopt measures especially for the future. Using data provided by an Internet-based survey questionnaire, our study aimed also aimed at grasping new definitions of work introduced by the “new normal” and at observing the effects of new professional perspectives on information sciences and especially on reference librarians in Turkey. Also, this study helped us to understand changes in factors like gender, social divide, and private life in this unprecedented period. In our opinion, the results of this study could be revealing to determine the roadmap in this process.

Abstract This thesis is mainly discussed about the new work type in the information network society, that is telework (or telecommuting).. The author has accomplished interviews with different teleworks who work at different places and their managers.. The purpose of this research is to have a overall understanding and comparison of each teleworker¡¦s function and their daily operation, and discuss the related human resources management issues. There is no other thesis discussing about the management of each type of teleworker, the authour recorded the interviewees¡¦ background and their motivation of being teleworkers, also the reaction of their companies support; In the meantime, the authour interviewed with the managers who manage the teleworkers, understood and analyzed each successful and unsuccessful case, attemped to provide the managers for more practical suggestion. . The economy is recovering very slowly, many enterprises have paid a lot of effort to reduce their operation cost in order to survive in the recession situation. Telework is a flexible work type that can reduce both office expenses and labor cost. The author also attempts to provide some useful suggestions to the business owners, managers, human resources managers that have not had any experience of managing the teleworkers.

[pt] As facilidades oferecidas pelas tecnologias de informação e comunicação (TICs) e o acesso ao computador pessoal — laptops, tablets e smartphones — incrementaram o trabalho remoto. Pelo uso das tecnologias móveis, o trabalho de escritório vem sendo feito em qualquer lugar e a qualquer hora. Levanta-se, então, a questão: como os trabalhadores estão vivenciando essas interações, inclusive em relação à diversidade de locais para a realização do trabalho? O objetivo desta pesquisa foi mapear as transformações do escritório, ocasionadas pelas rotinas de uso das TICs, iniciadas com a inserção da Internet até os dias de hoje. Trabalhou-se com a hipótese de que a Internet e as facilidades oferecidas pelas TICs vêm contribuindo para que esse tipo de trabalho migre do ambiente de escritório convencional para outros locais alternativos, e que essa migração vem influenciando a relação entre vida pessoal e trabalho. Para a coleta de dados junto aos trabalhadores em relação à mobilidade das atividades laborais, foram realizadas entrevistas e discussões em grupos de foco. Os resultados das técnicas aplicadas apontaram tanto para benefícios com o uso dos dispositivos móveis na realização das atividades de trabalho como também para focos de desconforto tanto no âmbito profissional quanto no pessoal associados a essa prática. Esta pesquisa propõe contribuir para o campo do design na definição de diretrizes de projetos de espaços e design de interiores que traduzam as crescentes demandas da sociedade em relação ao trabalho móvel. / [en] Convenience offered by information and communication technologies (ICTs) and the access to the personal computer — laptops, tablets and smartphones — have stimulated teleworking. Through the use of mobile technologies, office work is being done anywhere and anytime. The question then arises: How office workers are dealing with these interactions and diversity of places for carrying out their work? The objective of this research was to map the office transformations, caused by the ICTs usage routines, initiated with the insertion of the Internet, until the present day. We have worked with the hypothesis that the Internet and the facilities offered by ICTs have contributed to the fact that office work migrates from the conventional office environment to other alternative locations, and that this migration has influenced the relationship between personal and work life. To collect the office workers perceptions regarding the mobility of work activities, interviews and discussions were held in focus groups. The results of the applied techniques pointed to both the benefits, with the use of the mobile devices in the accomplishment of the work activities, as well as to points of worker s discomfort associated with this practice, in the professional and personal scope. This research proposes to contribute to the field of design, in the definition of design guidelines for spaces and interior design that reflect the increasing demands of society in relation to mobile work.

Denna kvantitativa surveyundersökning ämnar studera chefers och medarbetares vilja att arbetadigitalt på distans. Är någon av grupperna särskilt drivande till digitalt distansarbete och vadinnebär det för framtiden efter att covid-19-pandemin är över? Vilja operationaliseras genomWicks (2002) samt Shareena och Shahid (2020) och består av prognostiserad prestation,självrapporterade personlighetsdrag samt hemmets förenlighet med distansarbete. Utifråndessa studier skapades ett teoretiskt ramverk vilket mynnade ut i tolv hypoteser. Via enwebbenkät samlades 323 st. respondentsvar in, varav 295 st. användes i dataanalysen sombestod av oberoende t-test (hypotesprövning), envägs-ANOVA (variansanalys) samt multipellinjär regressionsanalys. De övergripande resultaten från studien kan sammanfattas på följandesätt: En person med hög vilja att arbeta digitalt på distans är generellt en medarbetare, äldre än35 år, med hemmavarande barn som arbetar i en digital bransch. En person med låg vilja attarbeta digitalt på distans är generellt en chef, yngre än 35 år, utan hemmavarande barn somarbetar i en icke-digitaliserad bransch. Studien fann även att hög frihet och variation är enviktig faktor för att en anställd ska vilja arbeta digitalt på distans. Resultatet från studienindikerar en kraftig ökning av distansarbete i framtiden för både chefer och medarbetarejämfört med situationen före pandemin. Studien indikerar att covid-19 är en katalysator för ettparadigmskifte gällande distansarbete. / This quantitative survey aims to study managers and employee’s willingness to telework. Isany of the groups particularly driven by digital teleworking and what does it entail for the futureafter the COVID-19 pandemic is over? Willingness is operationalized through Wicks (2002)and Shareena and Shahid (2020) and consists of predicted performance, self-reportedpersonality traits and the home's compatibility with telework. Based on these studies, atheoretical framework was created, which resulted in twelve hypotheses. Through a websurvey, 323 respondents were collected, of which 295 were used in the data analysis whichconsisted of independent t-test (hypothesis testing), one-way ANOVA (analysis of variance)and multiple linear regression analysis. The overall results from the study can be summarizedas follows: A person with a high willingness to telework is generally an employee, older than35 years, with children at home who work in a digital industry. A person with a low willingnessto telework is generally a manager, younger than 35 years, without children at home who workin a non-digitized industry. The study also found that high freedom and variety is an importantfactor for an employee to want to work remotely. The results from the study indicate a sharpincrease in telework in the future for both managers and employees compared to the situationbefore the pandemic. The study thus indicates that COVID-19 is a catalyst for a paradigm shiftregarding telework.

Rapporten belyser arbetet kring det kandidatarbete som utfördes av åtta studenter i kursen TDDD96 - Kandidatprojekt i programvaruutveckling på Linköpings universitet undervårterminen 2020. Uppgiften som utfördes var att utveckla en webbapplikation för att filtrera övervakningsvideor för Polismyndigheten. Resultatet av arbetet blev ett fungerandekoncepttest som släppts som öppen källkod under namnet Mycroft samt en användarmanual. Rapporten innehåller en bakgrund till projektet och projektgruppen, en teoridel sombeskriver de verktyg och utvecklingsmetoder som projektgruppen har använt samt en delsom redovisar gruppens utvecklingsmetod och andra administrativa metoder. Resultatetbeskriver den slutgiltiga produkten samt resultatet från gruppens arbetsprocesser. Rapporten avslutas med en diskussion gällande resultatet, metoden och framtiden för projektgruppen och produkten. Rapporten innehåller även åtta individuella fördjupningsarbetenfrån vardera gruppmedlem.