I över ett år har vi levt med en pandemi orsakad av coronaviruset SARS-CoV-2. Till följd av kraftig smittspridning har folkhälsomyndigheten rekommenderat hemarbete för alla som har möjlighet till det. Studien har gjorts mitt i pandemin med pågående vaccinationsprogram med syftet att ge en bild över coronapandemins påverkan på kontorsmarknaden i Stockholm. Studien har en kvalitativ ansats där semistrukturerade intervjuer har hållits med fastighetsägare och hyresgästrepresentanter för att undersöka dels vilka utmaningar pandemin skapat för fastighetsägare, dels hur efterfrågan på kontorsyta och flexibla avtal sett ut men även hur pandemin påverkat avtalsförhandlingen mellan hyresvärd och hyresgäst. Den tydligaste slutsatsen som kan dras är att pandemin och distansarbetet den medfört har skapat osäkerhet hos företag om det framtidakontorsbehovet där många företag fortfarande håller på att utreda behovet. Under pandemin har man upplevt en lägre efterfrågan på vakanta lokaler än innan pandemin. Hur den framtida efterfrågan kommer se ut är mer osäker och beror på flera olika faktorer. Under pandemin har det förekommit kortsiktiga lösningar exempelvis avtalsförlängningar på ett år på grund av osäkerhet inför framtiden. Avtalsförhandlingar har präglats av ett pragmatiskt förhållningssätt där man i större utsträckning än tidigare arbetat tillsammans för att hitta en lösning. I studien framkommer att pandemin har medfört flera utmaningar för fastighetsägarna främst av ekonomisk och organisatorisk karaktär. / For over a year we have been living with a pandemic caused by the coronavirus SARS-CoV-2. As a result of the widespread infection, the public health authority has recommended remote work for everyone that has the opportunity to do so. The study was conducted in the middle of the pandemic with the aim of providing a picture of the impact of the corona pandemic on the office market in Stockholm. The study has a qualitative approach where semi-structured interviews have been held with property owners and tenant representatives to examine what challenges the pandemic has created for property owners, and how the demand for office space and flexible leases looked like, but also how the pandemic affected the contract negotiation between landlord and tenant. One conclusion that can be drawn is that the pandemic has created uncertainty among companies about their future office space needs and many companies are still investigating that. During the pandemic, there has been a lower demand for vacant office space than before the pandemic. What the future demand will look like is more uncertain and depends on several different factors. During the pandemic, there have been short-term solutions, such as lease extensions of one year due to uncertainty about the future. Contract negotiations have been characterized by a pragmatic approach where they have worked together to a greater extent than before to find a solution. The study show that the pandemic has brought several challenges for property owners, mainly of an economic and organizational nature.

O uso de novas tecnologias de informação e comunicação, para o trabalho, cria um novo ambiente laboral. O impacto desta alteração, guardadas as proporções dos respectivos contextos sociais, pode ser comparado ao impacto causado com o advento dos relógios, colocados em locais públicos dos centros urbanos, na Baixa Idade Média. A Revolução Industrial trouxe consigo o ambiente das fábricas, onde o confinamento dos empregados permitiu o controle de suas atividades e da duração do trabalho, circunstância que fez surgir o Taylorismo, o Fordismo e o Toyotismo, assim como o próprio Direito do Trabalho. O teletrabalho pode trazer consigo diversas vantagens para a sociedade (inclusive para o meio ambiente), para o prestador e para o tomador dos serviços. Mas traz, também, a possibilidade de tornar o empregado permanentemente disponível aos chamados do empregador, por meio de modernos equipamentos, como telefones celulares de última geração, notebooks, palm tops, comunicadores que operam via satélite etc. O direito a limites à duração do trabalho, e o direito a períodos de descanso passam, então, a ser postos em cheque. A OIT não editou convenção ou recomendação específica sobre o tema do teletrabalho. O ordenamento jurídico brasileiro não tem legislação a respeito, apenas o Anexo II, da Norma Regulamentar n. 17, expedida pelo Ministério do Trabalho, dedica-se às condições de trabalho dos operadores de teleatendimento e telemarketing. Por outro lado, as normas coletivas poderiam suprir esta ausência legislativa, porém, não é isso que se vislumbra. O avanço fica por conta do Código do Trabalho de Portugal, que possui mais de dez artigos versando sobre teletrabalho. Deve-se afastar a idéia de que o teletrabalho descaracteriza o trabalho subordinado e de que a parassubordinação se apresenta como alternativa capaz de garantir direitos sociais aos teletrabalhadores. Os valores sociais do trabalho, preconizados pela CF, implicam no respeito ao meio ambiente, à saúde e ao lazer do trabalhador. Transgredir esses mandamentos constitucionais implica em gravames para toda a sociedade e para o sistema de Seguridade Social. / The use of new information and communication technologies creates a new labor environment. The impact of this alteration, kept the ratios of the respective social contexts, can be compared with the impact caused with the advent of the clocks placed in cities in the Middle Ages. The Industrial Revolution created the environment of the plants, where the confinement of the employees allowed the control of activities and work time, idea used by F. W. Taylor, Ford Motor Company and Toyota Motor Corporation. It also propitiated the sprouting of Labour Law. Teleworking can bring to many advantages for the society (also for the environment), for the worker and for the company. But it brings the possibility to become employee permanently available for the calls of the employer for the use of modern equipment, as mobile telephones, notebooks, palm tops, communicators by satellite etc. Limits to work time and periods of rest are rediscussed rights. The ILO did not edit convention or specific recommendation on the subject of teleworking. The Brazilian legal system does not have legislation about it only Annex II of NR 17, dedicates to the conditions of work of the operators in call centres. On the other hand, the collective bargaining could supply this legislative absence, however it is not a fact yet. The advance is on account of the Portugal Labour Code that brings ten articles about teleworking. The idea of teleworking as a necessary autonomy working must be moved away, as well as the parasubordinate work as an alternative capable to guarantee social rights to the teleworkers. The labour social values stipulated on the Brazilian Constitucion mean the respect to the environment, the health and the leisure of the worker. To transgress these constitutional standards implies in burdens for all the society and Social Security system.

Submitted by MAURO SARAIVA BARROS LIMA (maurosaraiva@yahoo.com.br) on 2018-07-06T15:55:35Z No. of bitstreams: 1 VERSÃO FINAL_MAURO SARAIVA BARROS LIMA.pdf: 1765611 bytes, checksum: da7820d5c1e4216950433a4deb2c5663 (MD5) / Approved for entry into archive by ÁUREA CORRÊA DA FONSECA CORRÊA DA FONSECA (aurea.fonseca@fgv.br) on 2018-07-12T18:55:17Z (GMT) No. of bitstreams: 1 VERSÃO FINAL_MAURO SARAIVA BARROS LIMA.pdf: 1765611 bytes, checksum: da7820d5c1e4216950433a4deb2c5663 (MD5) / Made available in DSpace on 2018-07-16T18:52:42Z (GMT). No. of bitstreams: 1 VERSÃO FINAL_MAURO SARAIVA BARROS LIMA.pdf: 1765611 bytes, checksum: da7820d5c1e4216950433a4deb2c5663 (MD5) Previous issue date: 2018-06-13 / Objetivo - O objetivo geral desta pesquisa foi verificar se o teletrabalho implementado em órgãos do Poder Judiciário brasileiro gera ganhos para tribunais e sociedade. Em seus objetivos específicos, o estudo pretendeu descrever as características e as peculiaridades do teletrabalho no âmbito do Poder Judiciário, bem como analisar a sua influência nos fatores de efetividade dos serviços judiciais. Metodologia – A pesquisa foi desenhada, em termos da sua estratégia de organização, como um método de estudo de casos múltiplos (análise de dois tribunais que implementaram programas de teletrabalho), bem como utilizou-se o modelo analítico dos autores KIM e MAUBORGNE (2005) para melhor descrever os tipos de ganhos identificados para tribunais e sociedade com a adoção dos programas de teletrabalho. Como estratégias para coleta e análise de dados utilizaram-se múltiplas fontes de evidências (entrevistas, análise dos relatórios dos projetos experimentais e Resoluções sobre o teletrabalho, observação participante e artefatos físicos), considerando a proposta de estudo de casos (YIN, 2015). Resultados – Os resultados mostraram que as evidências apontaram para a afirmação de que com a implementação de programas de teletrabalho em órgãos do Poder Judiciário brasileiro há ganhos para tribunais e sociedade. Limitações – Não houve aplicação do método quantitativo para mensuração das evidências identificadas, cuja pesquisa limitou-se a conhecer, por meio da pesquisa de campo (estudo de casos), de que forma o teletrabalho promove mudanças nos fatores de efetividade dos serviços judiciais. Contribuições práticas – A aplicabilidade da pesquisa se mostrou relevante, já que conseguiu demonstrar as implicações dos programas de teletrabalho nas ações e políticas dos tribunais pesquisados como importante instrumento de gestão e facilitador no sentido de contribuir para melhor eficiência dos órgãos do Poder Judiciário. Contribuições sociais – O estudo permitiu conhecer as práticas do teletrabalho e suas peculiaridades, desmistificando eventuais preconceitos contra servidores públicos que trabalham na nova metodologia de trabalho, realizado em casa (teletrabalho). Também demonstrou que, além da melhoria da qualidade de vida para o servidor, há um impacto direto nos fatores de efetividade dos serviços judiciais, contribuindo para um judiciário mais célere, produtivo e de maior acesso à justiça pela população. Originalidade – A abordagem do teletrabalho sob a perspectiva de geração de ganhos para tribunais e sociedade, por meio de seus reflexos nos fatores de efetividade dos serviços judiciais, representa um marco na literatura da temática do teletrabalho, representando um novo enfoque ao tratar do tema teletrabalho na administração pública, possibilitando abrir caminhos para futuras pesquisas e promissores estudos sobre o assunto. / Purpose - The general objective of this research was to verify if the telework implemented in organs of the Brazilian Judiciary generates gains for courts and society. In its specific objectives, the study aimed to describe the characteristics and peculiarities of teleworking within the scope of the Judiciary, as well as to analyze its influence on the effectiveness factors of the judicial services. Design/Methodology - The research was designed, in terms of its organizational strategy, as a multiple case study method (analysis of two courts that implemented telework programs), as well as the analytical model of the authors KIM and MAUBORGNE (2005). best describe the types of gains identified for courts and society with the adoption of telecommuting programs. Multiple sources of evidence (interviews, analysis of reports on experimental projects and Resolutions on telecommuting, participant observation and physical artifacts) were used as strategies for data collection and analysis, considering the case study proposal (YIN, 2015). Findings - The results showed that the evidence pointed to the affirmation that with the implementation of telework programs in organs of the Brazilian Judiciary there are gains for courts and society. Research limitations/implications - There was no application of the quantitative method to measure the identified evidences, whose present research was limited to know, through the field research (case study), how teleworking promotes changes in the effectiveness factors of the judicial services. Practical implications - The applicability of the research proved to be relevant, as it was able to demonstrate the implications of the telework programs in the actions and policies of the investigated courts as an important management tool and facilitator in order to contribute to a better efficiency of the organs of the Judiciary. Social implications - The study allowed to know the practices of telework and its peculiarities, demystifying possible prejudices against public servants who work in the new methodology of work, done at home (telework). It also demonstrated that, in addition to improving the quality of life for the server, there is a direct impact on the effectiveness factors of judicial services, contributing to a faster, more productive judiciary and greater access to justice for the population. Originality - The teleworking approach, based on the perspective of generating gains for courts and society, through its reflections on the effectiveness factors of the judicial services, represents a landmark in the teleworking literature, representing a new approach when dealing with the topic teleworking in administration open the way to future research and promising studies on the subject.

O uso de novas tecnologias de informação e comunicação, para o trabalho, cria um novo ambiente laboral. O impacto desta alteração, guardadas as proporções dos respectivos contextos sociais, pode ser comparado ao impacto causado com o advento dos relógios, colocados em locais públicos dos centros urbanos, na Baixa Idade Média. A Revolução Industrial trouxe consigo o ambiente das fábricas, onde o confinamento dos empregados permitiu o controle de suas atividades e da duração do trabalho, circunstância que fez surgir o Taylorismo, o Fordismo e o Toyotismo, assim como o próprio Direito do Trabalho. O teletrabalho pode trazer consigo diversas vantagens para a sociedade (inclusive para o meio ambiente), para o prestador e para o tomador dos serviços. Mas traz, também, a possibilidade de tornar o empregado permanentemente disponível aos chamados do empregador, por meio de modernos equipamentos, como telefones celulares de última geração, notebooks, palm tops, comunicadores que operam via satélite etc. O direito a limites à duração do trabalho, e o direito a períodos de descanso passam, então, a ser postos em cheque. A OIT não editou convenção ou recomendação específica sobre o tema do teletrabalho. O ordenamento jurídico brasileiro não tem legislação a respeito, apenas o Anexo II, da Norma Regulamentar n. 17, expedida pelo Ministério do Trabalho, dedica-se às condições de trabalho dos operadores de teleatendimento e telemarketing. Por outro lado, as normas coletivas poderiam suprir esta ausência legislativa, porém, não é isso que se vislumbra. O avanço fica por conta do Código do Trabalho de Portugal, que possui mais de dez artigos versando sobre teletrabalho. Deve-se afastar a idéia de que o teletrabalho descaracteriza o trabalho subordinado e de que a parassubordinação se apresenta como alternativa capaz de garantir direitos sociais aos teletrabalhadores. Os valores sociais do trabalho, preconizados pela CF, implicam no respeito ao meio ambiente, à saúde e ao lazer do trabalhador. Transgredir esses mandamentos constitucionais implica em gravames para toda a sociedade e para o sistema de Seguridade Social. / The use of new information and communication technologies creates a new labor environment. The impact of this alteration, kept the ratios of the respective social contexts, can be compared with the impact caused with the advent of the clocks placed in cities in the Middle Ages. The Industrial Revolution created the environment of the plants, where the confinement of the employees allowed the control of activities and work time, idea used by F. W. Taylor, Ford Motor Company and Toyota Motor Corporation. It also propitiated the sprouting of Labour Law. Teleworking can bring to many advantages for the society (also for the environment), for the worker and for the company. But it brings the possibility to become employee permanently available for the calls of the employer for the use of modern equipment, as mobile telephones, notebooks, palm tops, communicators by satellite etc. Limits to work time and periods of rest are rediscussed rights. The ILO did not edit convention or specific recommendation on the subject of teleworking. The Brazilian legal system does not have legislation about it only Annex II of NR 17, dedicates to the conditions of work of the operators in call centres. On the other hand, the collective bargaining could supply this legislative absence, however it is not a fact yet. The advance is on account of the Portugal Labour Code that brings ten articles about teleworking. The idea of teleworking as a necessary autonomy working must be moved away, as well as the parasubordinate work as an alternative capable to guarantee social rights to the teleworkers. The labour social values stipulated on the Brazilian Constitucion mean the respect to the environment, the health and the leisure of the worker. To transgress these constitutional standards implies in burdens for all the society and Social Security system.

Employers’ responsibility of the health and safety on the environment for the employee who is teleworking is one of the questions in this essay. What is teleworking, in relation to the aim for this essay, is the second question. Teleworking is an employment which is growing and the Swedish legislation is vague. The methods which have been used to investigate and understand the legislation is jurisprudence method and the legal dogmatic method. After the investigation of the aim and question of this essay it is possible to say, the Employers always have the responsibility for the environment of employees’ health and safety. But teleworking makes it hard for the employer to verify the health and safety on the environment, when they do not know where the employer is working.

The new coronavirus Covid-19 has put humanity to a great test and several workplaces have had to adapt to the Swedish Public Health Agency's restrictions and recommendations. Many workplaces have switched to teleworking to reduce the spread of the virus. The purpose of this study is to illustrate how teleworking affects the balance between working life and other life, as well as the strategies and routines individuals use to manage the boundaries between these domains. The study is based on ten qualitative interviews with informants in different professions, who due to the pandemic are forced to work from home. The collected empirical material has been analyzed using Clark's border theory where the concepts segmentation and integration are in focus. Furthermore, is Goffman's theory of roles used to illustrate how the informants handle the balance depending on what roles they take on when they are in the two different domains. The material shows that the informants' experiences of teleworking and balance differ and that they have developed different strategies to achieve balance between working life and other life. Several informants used time and spatial aspects to distinguish between working hours and leisure hours. Some informants with children use the children's drop-off and pick-up time from preschool and school as a demarcation. Furthermore, it was revealed that the informants who have had more flexible jobs didn`t experience as much difference regarding the balance between working life and other life when they work from home. However, the majority of informants feel that the boundaries between working life and other life have been blurred when they work from home and there is no clear start or end to the workday. Finally, the results are discussed based on the study's purpose together with previous research on the subject to provide a more profound picture of the phenomenon. / Det nya coronaviruset Covid-19 har ställt mänskligheten inför en stor prövning och flera arbetsplatser har varit tvungna att anpassa sig efter Folkhälsomyndighetens restriktioner och rekommendationer. Många arbetsplatser har övergått till distansarbete för att minska smittspridningen. Syftet med denna undersökning är att belysa hur distansarbete påverkar balansen mellan arbetsliv och övrigt liv samt vilka strategier och rutiner individer använder sig av för att hantera gränsdragningen. Undersökningen baseras på tio kvalitativa intervjuer med informanter i olika branscher som i samband med Covid-19 pandemin tvingats arbeta hemifrån. Det insamlade empiriska materialet analyseras med hjälp av Clarks gränsteori där begreppen segmentering och integrering är i fokus. Vidare hjälper Goffmans teori om roller att belysa hur informanterna hanterat balansen beroende på vilka roller de tar på sig när de befinner sig i de två olika domänerna. Materialet visar att informanternas upplevelser kring distansarbete och balans skiljer sig åt och att de har utvecklat olika strategier för att uppnå balans mellan arbetsliv och övrigt liv. Fler informanter har använt sig av tids och rumsliga aspekter för att skilja på arbetstid och övrig tid. Vissa informanter med barn använder barnens lämning och hämtning från förskola och skola som en gränsdragning. Vidare kom det fram att de informanter som haft ett mer flexibelt arbete inte upplever lika stor skillnad gällande balansen mellan arbetsliv och övrigt liv när de arbetar hemifrån. Dock upplever majoriteten informanter att gränsen mellan arbetsliv och övrigt liv har suddats ut när de arbetar hemifrån och att det inte finns någon tydlig start eller slut på arbetsdagen. Slutligen diskuteras resultatet utifrån studiens syfte och frågeställningar tillsammans med tidigare forskning inom ämnet för att ge en överskådlig bild av fenomenet.

This study examines employees who, during the spread of the Covid-19 virus, have had to switch from working in the workplace to digital teleworking. The aim of the study is to achieve a deeper understanding of how the informants are experiencing their social work environment in digital teleworking, by examining how they experience their relationships with colleagues, managers and cohabitants, as well as how they experience their organizations’ handling of the social work environment. The empirical data consists of 6 qualitative, semi-structured interviews. The theoretical framework of the study consists of Jahoda’s Deprivation theory and Ahrne’s theory of the Organizational centaur, both of which concern the importance of social contact in the workplace. The result of the study show how the respondent’s collegial relationships are affected or even deteriorative by the digital telework during Covid-19 , and how the relationships with cohabitants have changed their dynamics by becoming more work oriented. The result also shows that the respondents perceived lack of organizational management of the social work environment during their new work circumstances caused by Covid-19. Meanwhile, the experiences of employee engagement for digital social contact has increased, as well as perceived social support from those whose partners also work from home. The conclusions of the study are that work seems to fulfill an unintentional social function that is irreplaceable, and that employee initiatives for social interaction increase when the employees feel that the employer invests too much in organizational goals / Denna studie undersöker arbetstagare som under spridningen av Covid-19 har behövt ställa om från arbete på arbetsplatsen till digitalt distansarbete. Studiens syfte är att nå en djupare förståelse av hur respondenterna upplever den sociala arbetsmiljön i det digitala distansarbetet, genom att undersöka hur de upplever relationerna till kollegor, chefer och samboende samt hur de upplever organisationernas hantering av den sociala arbetsmiljön. Den empiriska datan består av 6 stycken kvalitativa, semistrukturerade intervjuer i vilket respondenterna fått berätta om sina upplevelser. Studiens teoretiska ramverk utgörs av Jahodas deprivationsteori och Ahrnes teori om den organisatoriska kentauren, vilka båda berör vikten av social kontakt i arbetet. Resultaten som framkommer vittnar om försämrade eller uteblivna kollegerelationer i det digitala distansarbete som orsakats av Covid-19, en ändrad relationsdynamik med samboende och upplevd bristande organisationshantering av den sociala arbetsmiljön i det digitala distansarbetet. Samtidigt återfinns dock upplevelser av ett ökat medarbetarengagemang för digital social kontakt, samt ett socialt stöd från partners som också arbetar hemifrån. Slutsatserna blir att arbetet verkar fylla en oavsiktlig social funktion som är oersättlig, samt att medarbetarinitiativen för socialt umgänge ökar då arbetstagarna upplever att arbetsgivaren satsar för mycket på organisatoriska mål.

The purpose of this study was to examine department heads experiences of work environment responsibility during homework during an ongoing pandemic. The Methodfor this qualitative study’s data collection was semi-structured interviews with an informative sample of informants. The informants was five managers from different departments at Region Gävleborg. Data were analyzed by a conventional content analysiswhere a coding scheme with meaningful units, condensed unit, code, subcategories and categories. The results showed four main categories and two subcategories, which emerged from the analysis, which was the following ergonomics and the psychosocial affect employees, physical activity and recovery can be affected by homework, homework is largely perceived to provide flexibility and managers work for a good work environment at home. The two subcategories are ability to influence the work environment and factors are difficult to influence. The main findings of the study showed that the managers feel that the employees have been most affected psychosocially and not as much physically when it comes to the work environment at homework. Managers try to influence their employees as best they can by encouraging them to move, take a walks and book digital coffee meetings to discuss things other than work. The clearest conclusion of the result highlights that the managers work actively to ensure thatemployees have a good work environment at home, both in terms of the physical and psychosocial. The psychosocial factors has the greatest impact on employees according to managers perceptions and experiences. To confirm the results of this study, further research needs to be carried out. / Syftet med studien var att undersöka avdelningschefers erfarenheter och upplevelser av arbetsmiljöansvaret vid hemarbete under en pågående pandemi. Metoden för den kvalitativa studiens datainsamling var semistrukturerade intervjuer med ett informationsrikt urval av informanter. Informanterna var fem chefer från olika avdelningar inom Region Gävleborg. Data analyserades genom en konventionell innehållsanalys där ett kodningsschema tillämpades med meningsbärande enheter, kondenserad enhet, kod, subkategorier och kategorier. Resultatet av analysen gav fyra huvudkategorier och två subkategorier, enligt följande: ergonomi och den psykosociala påverkar medarbetarna, fysisk aktivitet och återhämtning kan påverkas vid hemarbete, hemarbete upplevs till stor del ge flexibilitet och cheferna arbetar för en god arbetsmiljö vid hemarbete. De två subkategorierna är möjlighet att påverka arbetsmiljön och faktorer som är svåra att påverka. Huvudresultat i studien visar att cheferna upplever att medarbetarna mest påverkats psykosocialt och inte lika mycket fysiskt när de gäller arbetsmiljön vid hemarbete. Cheferna försöker påverka sina medarbetare så gott de kan genom att uppmuntra dem till att röra på sig, ta promenader och att boka in digitala fikamöten för att diskutera andra saker än arbete. Den tydligaste slutsatsen var att cheferna arbetar aktivt med att se till att medarbetarna har en god arbetsmiljö i hemmet, både när det gällde den fysiska- och psykosociala arbetsmiljön. Den psykosociala faktorn hade den största påverkan på medarbetarna enligt chefernas uppfattning och erfarenheter.För att bekräfta den här studies resultat behöver vidare forskning genomföra.

Syftet med studien är att beskriva möjligheter och hinder för kunskapsutbyte blanddistansarbetare när kunskapsutbytet sker över digitala medier. Tio semistrukturerade intervjuergenomfördes med fem privatanställda och fem offentligt anställda. I intervjuerna fickrespondenterna dela med sig av sina upplevelser av digitala medier och kunskapsutbyte. Detempiriska materialet analyserades genom att använda media richness, närvaro i digitalinteraktion, formella och informella organiseringsprocesser, det strukturella perspektivet samtnätverksteori som teoretiska utgångspunkter. Resultatet visar att videosamtal lämpar sig bäst för överföring av mer komplex kunskap närkommunikation ansikte-mot-ansikte inte är möjlig. Telefon och chattar erbjuder snabbtillgång till kunskap som är lätt att tolka. Användandet av digitala medier ger större möjlighetför dokumentation av kunskap som är möjlig att samla, använda och dela vid senare tillfälle.Ett annat resultat är att formella strukturer med etablerade rutiner, uttalade roller,formaliserade möten och samarbeten möjliggör för kunskapsutbyten. Brist på strukturer somär anpassade efter distansarbete hindrar kunskapsutbyten. Informella sammanhang bär medsig störst möjlighet för kunskapsutbyte mellan kollegor med personliga relationer. Ökatansvar för kunskapsutbyte läggs på anställda när det finns en brist på formella strukturer ochutrymme för informella strukturer i den digitala interaktionen. / The purpose of this study is to describe the possibilities and obstacles to knowledge sharingamong teleworkers when the knowledge sharing takes place through digital media. Ten semistructured interviews took place with five employees from the private sector and fiveemployees from the public sector. During the interviews the respondents shared theirexperience of digital media and knowledge sharing. In the analysis of the empirical materialthe theoretical perspectives of Media Richness Theory, Presence in MediatizedCommunication, formal and informal organization processes, the structural perspective andnetwork theory was used. The result shows that video calls are most suitable to transfer complex knowledge when faceto-face communication is not possible. Telephone calls and chats offers quick access toknowledge that is easy to interpret. The use of digital media provides greater opportunities fordocumentation of knowledge that is possible to collect, use and share at a later time. Anotherresult is that formal structures with established routines, pronounced roles, formalizedmeetings and collaborations enable the exchange of knowledge. A lack of structures adaptedfor teleworking is an obstacle to knowledge sharing. Informal contexts offer the greatestopportunity for knowledge sharing between colleagues with personal relationships. Anincreased responsibility for knowledge sharing is placed on employees when there is a lack offormal structures and space for informal structures in the digital interaction.

Distansarbete har till följd av den pågående Covid-19-pandemin blivit ett vanligt förekommande arbetssätt som anammats över hela världen. I Arbetsgivarverkets ramavtal framgår det att distansarbete alltid skall ske på frivilliga grunder. Pandemin har dock inneburit en snabb och radikal förändring i människors sätt att arbeta och många har tvingats in i ett ofrivilligt distansarbete. Syftet med denna studie är således att undersöka vilken påverkan ofrivilligt distansarbete har på medarbetares välmående och på balansen mellan arbetsliv och privatliv. Studien ämnar ge förslag på hur ledare kan säkerställa ett hållbart digitalt arbetssätt, även efter pandemin, och samtidigt tillgodose medarbetarnas välmående. Utifrån ovan syfte har en kvalitativ forskningsmetod varit mest lämplig eftersom författarna ämnade få en bild av respondenternas upplevda verklighet. Därför bestod datamaterialet av 19 semistrukturerade intervjuer med chefer och medarbetare i sju olika företag. För att kunna undersöka medarbetarnas behov och påverkan vid distansarbete, har samtliga medarbetare jobbat åtminstone 80% på distans under en sammanhängande period sedan pandemins start vid intervjutillfället. Således hade de intervjuade cheferna nyligen bedrivit distansledarskap vid undersökningstillfället. Studiens resultat har sammantaget visat att en övervägande del av respondenterna var positivt inställda till distansarbete. Däremot berättade de intervjuade medarbetarna att de saknade det sociala utbytet som de annars fick på kontoret. Vidare ansågs gränssättning som den största utmaningen vid distansarbete, samtidigt som medarbetarna tyckte att gränser och fasta rutiner möjliggör en bra balans mellan arbete och privatliv. De intervjuade cheferna lyfte kontakten med sina medarbetare som den viktigaste delen i distansledarskapet och förespråkade avstämningsmöten som ett sätt att tillgodose medarbetarnas behov. En slutsats från studien är att det finns en problematik i att cheferna upplevde sig ha god kommunikation med sina anställda, medan flera av medarbetarna kände en avsaknad av kontakt med sin chef. Ytterligare en slutsats är att de medarbetare som ansåg att balansen mellan privatliv och arbetsliv underlättades vid distansarbete var de som hade hemmavarande barn. Detta tror vi på längre sikt kan innebära en större risk till försämrat välmående för de som till exempel bor själva. Slutligen kan vi konstatera att det som varit mest betungande för medarbetarnas välmående har varit avsaknaden av de sociala kontakterna. / Due to the ongoing Covid-19-pandemic, telework has become a common way of working that has been adopted around the world. The Swedish Employers’ Agency’s framework agreement states that teleworking should always take place on a voluntary basis. However, the pandemic has meant a rapid and radical change in the way people work. Therefore many people have been forced into mandatory teleworking. The purpose of this study is thus to examine how the well-being of employees and their work-life balance have been affected by the mandatory telework. The study also intends to provide suggestions on how leaders can ensure a sustainable digital way of working, even after the pandemic, and at the same time ensure the well-being of their employees. Based on the above, a qualitative research study has been chosen since the authors of this thesis intended to get the respondents' perceived reality of teleworking and distance leadership. Therefore the data material consisted of 19 semi-structured interviews with managers and employees in seven different companies. All of the employees have worked at least 80% remotely for a continuous period at the time of the interview, in order for the authors to be able to examine their needs when working remotely. The interviewed leaders had recently operated distance leadership at the time of the study. Overall, the results of the study showed that a majority of the respondents had a positive attitude towards teleworking. However, the interviewed employees said that they lacked the social exchange that they otherwise received at the office. Even though boundaries were considered the biggest challenge of telework, the employees thought that boundaries and routines are what enables a good work/life balance. The interviewed managers emphasized the importance of good communication with their co-workers. They advocated that everyday meetings are a way to assure the needs of the employees. From this study we can distinguish one problem regarding the communication between managers and their employees. The interviewed managers felt they had functioning communication with their co-workers, while several of the employees felt a lack of contact with their manager. Another conclusion from this study is that the employees who considered that their work/life balance had improved as a result of working remotely, were those who had children at home. We believe that in the longer term this may mean a greater risk of deteriorating well-being for those who, for example, live alone. Finally, we can conclude that the most negative impact on the well-being of the employees was the lack of social contacts. This paper is written in Swedish.