Coronapandemins (covid-19) framfart har tvingat många organisationer att med kort tidsintervall strukturera samt ställa om deras arbetsform som en del för att följa Folkhälsomyndighetens rekommendationer för att minska smittspridningen av covid-19. Arbetsformen distansarbete har blivit allt vanligare och en hög andel individer behöver som ett resultat av pandemin använda hemmet som sin arbetsplats, istället för exempelvis organisationens kontor som tidigare använts. Studiens syfte har varit att undersöka hur arbetstagare upplever att deras krav, kontroll och stöd har påverkats när de tvingats ställa om från att tidigare ha en fast arbetsplats, till att delvis arbeta på distans hemifrån. Vi har även studerat hur föräldrar med hemmavarande barn upplever balansen mellan arbetslivet och det övriga livet påverkats under denna pågående pandemi. Studien är baserad på åtta kvalitativa intervjuer inom två olika organisationer, från två olika städer. Gemensamt för dessa organisationer är att de både har en produktion- och en administrativ avdelning. Samtliga åtta intervjuer har skett med individer som arbetar på en administrativ avdelning och hälften av de intervjuade i studien har varit män och hälften kvinnor. I resultatet lyfter vi fram både för- och nackdelar med arbetsformen distansarbete samt en generell upplevd upplevelse av hur det är för dem att arbeta på distans. Vår studie har visat på att respondenterna upplevt att kraven, kontrollen samt det sociala stödet i arbetet har påverkats sedan de började arbeta på distans samt att upplevelsen av en förändrad balans mellan arbetslivet och övrigt liv skiljer sig åt.

Syftet med studien var att undersöka upplevelser av effekter av oregelbundna arbetstider på balansen mellan arbete och privatliv hos anställda på en akutvårdsavdelning. Studien var av kvalitativ karaktär och delvis strukturerade intervjuer användes för att samla in data. Urvalet gjordes genom bekvämlighetsurval och snöbollsurval vilket resulterade i 10 kvinnliga deltagare i åldrarna 22–58 år. Det insamlade materialet analyserades genom en tematisk analys. Resultatet visade att oregelbundna arbetstider påverkade balansen mellan arbete och privatliv negativt och ledde till bortprioritering av fritidsaktiviteter, tid med familj och vänner samt brist på sömn och återhämtning. Samtidigt visade resultatet att respondenterna upplevde flertalet fördelar med att arbeta oregelbundna arbetstider men där nackdelarna var övervägande.

The purpose of this study is to examine which factors influence job performance for IT sector employees that are required to work from home indefinitely due to COVID-19. This study is based on a framework concerning themes such as working from home, performance, motivation, work-life balance, and psychological well-being. For the study, five IT sector employees that were required to work from home were interviewed to give the authors insight into the basis of the study. Previous studies mostly focused on IT sector employees working from home with the option of coming into the office; due to the sudden pandemic of COVID-19, there has not been much research regarding IT sector employees that are required to work from home indefinitely. Our most important findings show that employees are compensating their lack of in-person social interactions with spending time with family and using virtual apps to maintain their relationships with coworkers to provide a work-life balance. Working with coworkers has also given employees a sense of accountability that motivates them to do work. The virus, COVID-19 has impacted employees by mentally draining them which impacts their job performance. Ultimately, the idea of a job role perception and its impact on motivation and job performance is very subjective to the individual.

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The study sought to examine the relationship between quality of work-life and quality of life depending on how central work is in an individual’s life and what value work holds for them. Literature internationally has shown that because work forms such an integral part of individuals’ lives, that this could influence their experience of quality of life, indicating that a high quality of work life could lead to a high quality of life. Similarly, if work is a central life interest and dependent on the value that work holds, the loss of work could potentially influence quality of life. A cross-sectional, descriptive design was used, with a correlational approach. Snowball sampling was used to gather a sample of 163 working adults in South Africa, through a personal network of family and friends. Participants completed scales assessing the four variables of interest provided in an online questionnaire. The results indicated that individuals who experienced their quality of work-life as more positive also indicated a higher quality of life. This relationship was stronger when individuals saw work as having intrinsic value. However, the degree to which work was central to a person’s life, and to which work was seen as having value as it provided monetary rewards (extrinsic value), social connections and relationships (social value), or status (prestige value) were not found to alter the relationship between quality of work-life and quality of life. As shown previously in both international and local literature, work is always placed second to family in importance. Based on these findings, limitations and recommendations were suggested, as well as theoretical and practical implications.

Fiala, Draft of workspace standards for organizations of 21st century. Diploma thesis. Brno: Mendel University, 2018. The diploma thesis deals with the office working environment. It is looking into the issues of a particular company and deals with the optimization of selected areas within the workspace. The diploma thesis deals with the initial legislation, which is closely related to the layout of office space. The output of diploma thesis is the optimization of Kiwi.com's problem areas and draft of the working environment (workspace) standards for organizations of 21st century.

This diploma thesis deals with diversity management in international company and in companies in financial field, and also deals with productivity and effectiveness of employees and work teams. The main goal of the thesis is to make suggestions and recommendations to change or improve access to diversity management in compa-nies. Recommendations are about age, gender and intercultural management and also about work-life balance. Important goal is also discover the influence of age and gender to productivity of employees and effectiveness of work teams. Research is divided into two parts. In the first section is quantitative questionnaire - there are applied exact methods (statistical analysis). The second part is qualitative research – there are applied methods of semistructured interviews (team leaders, experts of productivity, HR managers and also leaders). The last part of the thesis contains suggestions and recommendations for better using diversity management and for maximization of team productivity.

Telework is an emerging trend in the workplace today. According to recent estimates, almost nine million Americans work electronically from home and this number is expected to grow 10% to 20% per year for the next decade. The purpose of this study is to explore the perceived influence of mobile telework on aspects of work life and family life. A group of mobile teleworkers and an equivalent group of nonmobile workers were asked to respond to questions about their work life and family life (N=299). The data were analyzed from four perspectives: (a) comparison of mobile teleworker and nonmobile groups, (b) comparison of mobile teleworker subgroups, (c) perceptions of mobile teleworkers themselves, and (d) thematic content analysis of write-in comments. Results from all four data perspectives pointed to the positive influence of mobile telework on most aspects of work life. The exploratory data suggested that productivity/job effectiveness, morale/organizational commitment, and customer relationships were all perceived to have been positively influenced by mobile telework. This perceived positive influence was particularly pronounced for mobile teleworkers who had a dedicated home office with a door. In contrast, the data pointed to a neutral or negative perceived influence of mobile telework on company relationships, especially camaraderie. Exploratory data about the perceived influence of mobile telework on aspects of family life were also generally positive. However, the strength of this perceived influence was less than the influence reported on aspects of work. Though mobile teleworkers reported much greater flexibility in the timing and location of work, they did not report having an easier time balancing work life and family life. In write-in comments, some mobile teleworkers reported they were thriving because of the flexibility to balance their lives. Others reported they were struggling because flexibility blurred the boundaries between work life and family life. Overall, the perceived influence of mobile telework on home chores/child care, family relationships, and personal factors was somewhat positive, but generally weak. Parents with preschool-aged children reported a more positive influence on these aspects of family life. From this exploratory study it appears that, on the whole, mobile telework can positively influence aspects of both work life and family life. However, there are also potential pitfalls which must be dealt with if a mobile telework program is to be successful. Sound program design and training for employees and leaders are seen as essential and some suggestions are offered. The study of mobile telework is in its infancy, and additional research is needed to understand bow this new work form may influence aspects of the work/family interface.

This study examined the construct of work-nonwork boundary fit, or the congruence between an individual's work-nonwork boundary management preferences and the work-nonwork boundary management policies and practices supplied by their employer. The present study used boundary theory and person-environment (P-E) fit theory to propose that high levels of work-nonwork boundary fit would be beneficial to mental and physical health, both directly and indirectly via the dual mechanisms of conflict and enhancement. Survey methods and latent congruence modeling (LCM) were used to test these hypotheses, which were then supplemented by polynomial regression response surface mapping and qualitative analysis. Results showed that high levels of boundary fit were beneficial for mental health over time, both directly and indirectly via lowered work-to-nonwork conflict. There was no support for the mechanism of work-nonwork enhancement, although this may be due to range restrictions within the data, such that most of the participants experienced very high levels of work-nonwork enhancement. Contrary to hypotheses, high levels of boundary fit was found to be detrimental for physical health over time. Potential reasons for these differential effects are proposed, as are contributions to the literature, practical applications, and directions for future research.