Midwives belong to the group of professional workers in Sweden with the highest job satisfaction. Meanwhile, media and research sheds light on a strained work environment with a lack of resources and a great need for more midwives. This essay aims to investigate midwives’ experiences of their psychosocial work environment in relation to the Covid-19 pandemic. The study is based on a qualitative approach with semi-structured interviews at a specialized clinic in a medium-sized city in Sweden. We found that the pandemic contributed to a heavier workload and more demands in an already strained work environment. Furthermore, the emotional labor that exists in all service professions adds to the demands even more.

Hög arbetsbelastning har i tidigare forskning lyfts fram som särskilt påtagligt i skolkuratorers arbetsmiljö. Yrkesrollen beskrivs som ensam och på grund av komplexa arbetsuppgifter finns inte tid för främjande och förebyggande arbete. Studiens syfte var att undersöka hur skolkuratorer upplever sin organisatoriska och sociala arbetsmiljö. Semistrukturerade intervjuer genomfördes med 11 skolkuratorer i åldrarna 26-57 år. Materialet analyserades med tematisk analys. Den teoretiska utgångspunkten var krav- och resursmodellen. Resultatet visade att skolkuratorerna upplevde ansvar över ett stort antal elevärenden vilket gav upphov till kvantitativa krav, samt komplexa arbetsuppgifter som krävde stor kognitiv ansträngning. Dessutom hade skolkuratorerna en otydlig arbetsbeskrivning och upplevde rollkonflikt. Gällande resurser upplevde skolkuratorerna gott socialt stöd från kollegor och genom handledning, samt emotionellt stöd från ledningen. Ytterligare framträdande resurser var upplevd autonomi och återkoppling från elever. Trots en jämn fördelning mellan antalet funna krav och resurser beskrevs kraven som något tyngre vilket resulterade i en obalanserad arbetsmiljö.

Syfte Föreliggande studie syftade till att undersöka hur ett förbättrat informationsflöde bland tandtekniker kan åstadkommas och att undersöka om den eventuella förekomsten av oenigheter skiljer sig mellan större och mindre tandtekniska laboratorier.   Material och metod En digital enkät skickades ut till 118 tandtekniska laboratorier i Sverige där totalt 54 personer svarade. Länken och QR-koden till denna enkät publicerades även på tre sociala nätverkssidor. Enkäten bestod av 10 frågor som fanns tillgängliga i 14 dagar. Data sammanställdes och chi-två-test genomfördes med en signifikansnivå som sattes till α = 0,05.   Resultat Ett gott informationsflöde skapas, enligt deltagarna i enkäten, genom större inblick i andra avdelningars arbetssätt och möjligheten att kontinuerligt samarbeta med en och samma tandtekniker. Studien visade att konflikter var mer vanligt förekommande på större laboratorier och att det finns brist i informationsutbytet samt att en signifikant skillnad finns mellan små och stora laboratorier gällande hur pass vanligt förekommande konflikter är.   Slutsats Utifrån föreliggande studies begränsningar kan följande slutsatser dras:   Tandteknikeryrket har ett högt arbetstempo vilket bekräftas av deltagarnas svarsresultat, då tidsbrist är en av de största anledningarna till uppkomst av oenighet.  Risken för att oenigheter ska uppstå på tandtekniska laboratorier är större på stora laboratorier med 21 eller fler anställda, än på mindre laboratorier med 1-5 anställda. Ökad insikt i andras avdelningar kan gynna den arbetsrelaterade kommunikationen på tandtekniska laboratorier. / Purpose The aim of this study was to investigate ways of how to improve information among dental technicians, and explore the relationship between workplace size and effectiveness in communication between coworkers.   Materials and Methods A digital survey was handed out to 118 dental laboratories in Sweden where 54 people responded. Link and QR-code to the survey were also posted on three social networking pages. The survey consisted of 10 questions that were available to answer for 14 days. The data were compiled, and chi-square tests were conducted with a significance level at α = 0.05.   Results According to the participants, good information exchange is created through greater insight of the workflow of other departments and the opportunity to collaborate repeatedly with the same dental technician at the workplace. The study showed a significant difference between smaller and larger laboratories in terms of how common conflicts are and that a lack of information flow exists at dental laboratories.    Conclusion Based on the limitations of the present study, the following conclusions can be drawn: The dental technician profession work pace is high, as confirmed by the participants' responses, indicating that lack of time is one of the major reasons for disagreements. The risk of disagreements arising in dental laboratories is higher in larger laboratories with 21 or more employees compared to smaller laboratories with 1-5 employees. Increased insight into other departments could, according to the study participants, benefit work-related communication in dental laboratories.

This study consisted of two field experiments and examined how managerial evaluations may be influenced by the gender and gender-role behavior of the person being evaluated. Literature streams in the domains of leadership, performance evaluation, grievance arbitration, and criminology were reviewed and integrated to derive a conceptual framework. The research hypotheses focused on how male and female managers would differ in their evaluations of male and female target persons in two different contexts. Two cases, each approximately three pages long, were written for the purpose of this study. In both cases, the gender and gender-role behavior of the target person were manipulated. A pilot study, in which 255 students responded to the case of the grievant and 290 students responded to the case of the manager, waS carried out to test the psychometric properties of the scales as well as the integrity of the gender-role manipulation. The results indicated the success of the manipulations. The evaluation measures of interest were found to have high reliabilities. In the actual study, research subjects consisted of 129 unit directors or higher level administrators working for the Virginia Cooperative Extension. The subjects were asked to respond to both cases and evaluate the target persons. The sequence in which the cases were presented was built into the design of the study. There were no significant findings pertaining to the proposed hypotheses. Other results indicated that in the grievance resolution context, female unit directors rated aggressive male workers lower than aggressive female workers on performance and abilities. Relative to male unit directors, female unit directors gave aggressive lower-level male workers unfavorable evaluations. In the context of evaluating managers, female unit directors relative to male unit directors more favorably evaluated the democratic manager. The difference between male and female unit directors was larger when they evaluated the same-sex democratic manager. Female unit directors gave the democratic female manager higher evaluations than those given to the democratic male manager by male unit directors. The discussion focuses on the implications of results for conceptual and theoretical development in the gender bias literature, as well as what the results may mean for organizations and practicing managers. The potential limitations of the study are identified, and the study is concluded with suggestions for future research. / Ph. D.

The study examines architectural correlates of privacy in an aerospace industry. Conceptual/theoretical notions are tested, whose ultimate value is the further refinement of privacy regulation, conceptually and operationally. Complexities of privacy as a concept and its regulation are clarified through theory and systematic information generated through the Heuristic Elicitation Methodology(HEM). The study demonstrates the usefulness and adaptability of the HEM to environmental design research. The conceptual model of privacy regulation presented in the study guided the research and extends theoretical considerations regarding social, behavioral, and environmental mechanisms operating within the context of culture that are employed to regulate privacy in work environments. The model posits a comprehensive framework of privacy regulation and suggests a more detailed method for classifying regulatory characteristics. The HEM provides a fairly definitive interpretation (i.e., understanding) of physical elements devised or deployed by designers that users perceive as regulating privacy, and where privacy fits into the users' perception of what is important in their work environments. The information gathered is directly applicable to space planning standards and design practices at the aerospace industry, and pending further research, perhaps to a variety of other situations. The study also lays the foundation for future research on the cultural variability of privacy regulation. The knowledge gained could be used to increase an organization's effectiveness by providing a framework for developing and then communicating culturally-sensitive space planning standards and design practices. In a broader context, the study stresses the importance of encompassing human values and technology in environmental design research. / Ph. D.

Attribution theory has been used to explain the responses of individuals to others behavior. Previous research has shown that attributions for performance can influence rater's judgments and the sex of the ratee has been shown to influence the attributions made for performance. Discrepant information was used to cue the formation of attributions and these attributions were predicted to mediate the relationship between the subjects' existing view of a manager's performance and subsequent performance ratings. It was hypothesized that different attributions would be made depending on the sex of the manager and the direction of the discrepant information (positive or negative) and that these attributions would be related to performance ratings. First, no relationship between attributions and performance ratings was found. Second, the expected pattern of attributions was only found for the female manager/positive discrepancy condition. Finally, performance ratings within the positive and negative discrepancy conditions did not differ as a function of sex. Limitations of this study, possible explanations of the current results, and suggestions for future research are discussed. / Master of Science

Bakgrund: Dagsljuset är en stor del av vår vardag, då det ger oss ljus och energi. Forskning visar att för lite tillgång till dagsljus kan påverka individen negativt. Studien har för avsikt att undersöka om det kan påverka operationssjuksköterskorna och patientsäkerheten.Syfte: Operationssjuksköterskors upplevelser av tillgång till dagsljus under arbetstid och hur det kan påverka patientsäkerheten.Metod: Kvalitativa semistrukturerade intervjuer användes, där sex intervjuer hölls, som kunde generera svar gentemot syftet. Intervjuerna analyserades genom en kvalitativ manifest innehållsanalys.Resultat: Operationssjuksköterskorna upplevde att tillgången till dagsljus var minimal och att det gjorde dem tröttare. De upplevde inte att det påverkade patientsäkerheten negativt, då de samlade krafter och såg till att god kvalitet av patientsäkerheten hölls. Detta dock på bekostnad av operationssjuksköterskornas psykiska och fysiska hälsa. Slutsats: Operationssjuksköterskorna upplevde att tillgången till dagsljus på arbetsplatsen var mycket begränsad. Trots begränsad åtkomst av dagsljus upplevde operationssjuksköterskorna inte att det påverkade patientsäkerheten negativt. Däremot påverkade det operationssjuksköterskornas välmående och deras energi efter arbetspassen. / Background: Daylight is a big part of our everyday lives because it gives us light and energy. Decreased exposure to this light source has been proven to impact individuals negatively. This study wants to examine whether lowered exposure impacts scrub nurses and patient safety.Aim: The aim is to describe scrub nurses’ experiences with access to daylight during working hours and how it might affect patient safety.Method: This study used qualitative semi-structured interviews, where six interviews were conducted that could answer the aim. The interviews were analyzed through qualitative manifest content analysis.Result: The scrub nurses experienced that the exposure to daylight was minimal, which made them more fatigued. They did not experience that it impacted patient safety negatively because they gathered their strength and made sure that the quality of patient safety was good. The scrub nurses' thought it was at the cost of their health.Conclusion: Scrub nurses experienced that the access to daylight at the workplace was very limited. Even though access to daylight was limited, the scrub nurses did not experience it negatively impacting patient safety. Though, it affected the scrub nurses’ well-being and their energy after their shift was over.

The following dissertation examined the relationship between dissatisfaction found within teacher working conditions and Melvin Seeman's theory of alienation. More specifically, it showed that all forms of teacher dissatisfaction engender feelings of alienation and that the oppressive nature of alienation is the root cause of all the negative consequences associated with teacher dissatisfaction. After an introduction, the literature review presents detailed descriptions of Seeman's theory of alienation, Paulo Freire's theory of empowerment, and the latest information surrounding the issue of teacher dissatisfaction. Next, qualitative narratives from interviews with six teachers about their experiences with dissatisfaction are presented. The researcher then shows how the participants' answers matched the information from the literature surrounding dissatisfaction. The alienation framework is then applied to the data to show its presence within the teachers' experiences. Once the narratives are shown to be connected to both the dissatisfaction and alienation literature, the researcher discusses how alienation is an inextricable part of dissatisfying working conditions. An analysis is then presented to explain how alienation plays a foundational role in creating detrimental educational environments. Finally, possible solutions and further research possibilities are detailed.

Aim: This study aims to explore the impact of organizational culture on creating an inclusive work environment, focusing on ethnic diversity in STEM fields. Background/Problematization: The rapid technological advancements and global challenges in STEM fields necessitate ethnically diverse employees, leading to heterogeneous organizations achieving innovation and success. However, organizational cultural shifts and actions to create an inclusive work environment are not being focused on, leading to ethnically diverse employees feeling excluded and disconnected. Therefore, this study explores how organizational culture can impact the creation of inclusive work environments by focusing on embracing ethnic diversity.  Methodology: The study employs a qualitative research methodology, including ten interviews with employees from various ethnic backgrounds in a STEM organization. It combined deductive and inductive reasoning to provide structured and analytical direction while interpreting real-life experiences. In the deductive phase, the authors initially constructed a conceptual framework employing previous literature and theories. Later, the authors employed inductive reasoning for data collection through semi-structured interviews and data analysis using template analysis. Findings and Conclusion: The study emphasizes the importance of creating inclusive work environments by focusing on key themes such as "Room for Authenticity," "Value in Authenticity," "Sense of Belongingness," "Organizational Culture," and "Selective Adoption." It calls for proactive measures like promoting psychological safety and comfort, a supportive atmosphere, awareness training, and communication strategies, fostering a sense of belonging, and preserving positive subcultures.  Contribution of the study: The study contributes to existing literature by providing insights into the complex interplay between organizational culture and diversity initiatives in STEM fields. It underscores the significance of creating inclusive environments that support the authenticity and well-being of employees from diverse backgrounds. Additionally, the research offers practical implications for organizational leaders and policymakers seeking to promote diversity and inclusion within their organizations. Suggestions for future research: This study recommends that future researchers conduct in-depth qualitative analyses using larger samples and multiple STEM organizations, further exploring the impact of organizational culture on creating an inclusive work environment that embraces ethnic diversity using the designed conceptual framework or extended version. Additionally, investigating leadership strategies and creating an inclusive work environment in hybrid working modes are worth further exploration.

The purpose of this research is to investigate the influence of remote work on employees’ sense of belonging to the organization they work in. The study explores several aspects of remote work and organizational belonging to understand what lies beneath. To reach saturated findings we conducted a qualitative study. The method that this research applies, follows a grounded theory approach which is operated through a combination of an inductive and abductive method for developing theory. The research applicants were located in the Netherlands and Sweden with the context being given as post-COVID-19, with relation to COVID-19. The study has a total of 10 participants, all who were asked identical interview questions. The questions were designed for employees in organizations to capture their insights and recommendations on the effects of remote work on organizational belonging. Our key findings suggest that communication, managerial support, and organizational initiatives are significant in fostering organizational belonging for employees. The implications touch on managers’ responsibility and highlight their ability to promote unity, collaboration, and work-life balance for employees. The conclusion incorporates the findings to give a concise presentation of the importance of remote work dynamics, the effect of remote work on organizational belonging, and lastly, the participant’s recommendation of approaches to enhance employee sense of organizational belonging. The study contributes to understanding the complexities around remote work and its implications for organizational facility and practice, employee well-being and produced efficiency.