The thesis focuses on work and personal life harmonization and strategies that can lead to this harmony. The theoretical part contains general introduction to work and personal life harmonization problematics. Then follows the core of theoretic part, the overview of these strategies in the work, the family and the personal area. In this part there is also summary of their pros and possible risks. The empirical part is using qualitative methodology and is based on findings from theoretical part. Using semi- structured interviews, there were found out strategies which are used by employees from one specific company. In the work area associates often mentioned flexible work hours and home office. Their manager's approach seems to be very important. In the family area there was often mentioned help from partner and grandparents. The main aspects in the personal were "mental setting" switching roles or breaking point (milestone in life, which made individual to change his or her approach to harmonization).

Struharova, X. Management of diverse teams in the ICT sector. Diploma thesis. Brno: Mendel University, 2019. The diploma thesis deals with diversity management of companies operating in the ICT sector in Slovakia and in the Czech Republic. The aim of the thesis is to develop recommendations for better application of diversity management in the ICT sector. Partial goals also examine what factors in the work environment affect the satisfaction of employees working in a diversified environment, and think about the opportunities for young women to apply in IT departments as well. Qualitative research that took place in the form of semi-structured in-depth interviews with HR staff, managers, and executives. Subsequently, a quantitative survey was carried out in the form of a questionnaire survey, the results of which were interpreted by the statistical analysis of the data. At the end of the thesis are elaborated proposals and recommendations resulting from the results of the research part of the thesis.

Miklík, R. Flexible forms of work in the field of engineering industry. Master's The-sis Brno: Mendel University in Brno, 2019.This thesis deals with the flexible forms of work in the field of engineering industry. It consists of a review of literature that focuses mainly on human resources management, flexible forms of work and social diversity in the organization. Furthermore, the thesis deals with the current condition of flexible forms of work in the labor market within the Czech Republic in the area of the engineering industry. In the framework of qualitative research, semi-structured interviews with HR representatives or other executives are car-ried out. Quantitative research is also carried out within the framework of the questionnaire survey. The results of both investigations are then processed appropriately. All survey information obtained is used as input to draft proposals and recommendations

The Work-Family Enrichment theory highlights the interrelatedness of professional and personal life and notes that positive work and family experiences can have additive effects on individuals and their families (Greenhaus & Powell, 2006). Through this lens, work satisfaction has implications for family and individual wellbeing. When workplace organizations implement practices that encourage employee retention, they systematically create an environment that fosters employee satisfaction (Griffin et al., 2010; Wells, 2015). Retention, and the relationships between work, family, and individual wellbeing, are particularly salient for certain types of work that are connected to human development and family science because many of these careers are high-demand/lower-pay “labors of love” (e.g., child care providers, social work, child-life specialists). Equipping current and future helping/human service professionals with an understanding of effective retention practices will help them identify satisfying work opportunities for themselves and enhance their ability to advocate for and implement retention practices across the field.

Under vårterminen 2020 förändrades arbetsvillkoren för universitets- och högskoleanställda när regeringen införde ett krav på utökat distansarbete i samband med coronaviruset. Arbetet inom akademin beskrivs redan innan kravet som gränslöst och förknippat med hög arbetsbelastning. Syftet med denna studie är att undersöka hur kravet på utökat distansarbete i samband med coronaviruset har påverkat universitets- och högskoleanställdas uppfattningar om work-life balance samt krav, kontroll och socialt stöd i arbetet, och även om det finns skillnader gällande dessa avseenden mellan olika yrkeskategorier. Studien har genomförts med en kvantitativ ansats och empirin har samlats in genom webbenkäter. Resultatet analyserades utifrån kravkontroll och socialt stöd-modellen samt utifrån teori kring rollkonflikter. Resultatet tyder på att kravet på utökat distansarbete främst har uppfattats negativt och resulterat i högre krav på den anställde, försämrad work-life balance, övertidsarbete, och mer arbete på kvällar och helger. Störst negativ förändring har den yrkeskategori som bedriver undervisning och forskning upplevt. Vad som framkom i resultatet är också att variabler som avsett att mäta kontroll i arbetet; krav på påhittighet och krav på skicklighet, istället verkade uppfattas som krav. Det finns anledning att anta att de nya arbetsformerna skapat ökade krav i sig, oberoende av om arbetet skulle skett på distans eller inte, vilket kan påverka work-life balance och hur anställda förlägger sin arbetstid. Samtidigt finns det även anledning att tro att det utökade distansarbetet i samband med de nya arbetsformernas införande också kan ha skapat ökade krav i arbetet, minskat socialt stöd och en försämrad work-life balance. Studiens resultat tyder på att kravet på utökat distansarbete har påverkat universitets- och högskoleanställdas uppfattningar om work-life balance, samt krav, kontroll och socialt stöd i arbetet.

Organisationskultur utgörs av en grupps gemensamma normer, värderingar samt beteenden som är bundna till dess kontext. Kulturen påverkas av faktorer som organisationens intention och dess medlemmar samt strukturella aspekter. Till följd av Covid-19 pandemin har en ökad arbetsbelastning drabbat vårdsektorn och strukturella förändringar har påverkat den sociala interaktionen i samhället, på gruppnivå och för enskilda individer. En patientsäker vårdmiljö utvecklas på bästa sätt genom en hållbar arbetsmiljö där ett ledarskap tillsammans med medarbetarna önskar upprätthålla en varaktig verksamhet. Syftet med studien var att utforska vårdenhetschefers syn på organisationskultur under Covid-19 pandemin samt deras syn på huruvida arbetet med att utforma en god organisationskultur bidrar till att skapa en hållbar arbetsmiljö och ökad patientsäkerhet. Utgångspunkten för studien var en socialpsykologisk ansats som studerades genom teorier om Hållbart arbetsliv, Social påverkan, Normer och subkulturer samt Ledarskapsteorier. Tio semistrukturerade intervjuer genomfördes med enhetschefer inom vårdsektorn. Resultatet visade bland annat på organisationskulturens omfattande inflytande inom gruppen. Talande för resultatet var vårdenhetschefernas kontinuerliga arbete för att tillgodose möjligheter för medarbetarna att uppnå ett hållbart arbetsliv, som kan medföra säkerhetsställandet av en god patientsäkerhet. Ur studien framkom att ledarskapet inte kan definieras till en specifik ledarstil. / Organizational culture consists of shared norms, values and behaviours within the group that are bound to its context. The culture is influenced by factors such as the intention of the organization and its members as well as structural aspects. As a result of the Covid-19 pandemic, an increased workload has affected the healthcare sector and structural changes have had an impact on social interactions within the society, at group level and amongst individuals. A care environment that is patient safe, develops in the best way through a sustainable work environment with a leadership that together with the employees aims to maintain long-term operations. The purpose of the study has been to explore healthcare managers' perspectives, on organizational culture during the Covid-19 pandemic and their view of whether the work to design a good organizational culture can contribute to create a sustainable work environment and an increased patient safety. The study originates from a social psychology approach and is studied through theories of Sustainable work life, Social Impact, Norms and Subcultures and Leadership Theories. Ten semi-structured interviews were conducted with managers in the healthcare sector. The results showed, among other things, that organizational culture had influence within the group. The result shows the continuous work of healthcare managers to meet opportunities for employees to achieve a sustainable work life that ensures good patient safety. The study showed that leadership cannot be defined to a specific leadership style.

The concept of work-life-balance has gained significant attention during the coronavirus pandemic. There are challenges in keeping solid boundaries between Danish female professionals work and private life. There have been previous studies that have demonstrated gendered roles of females that interrupt work and private life. This thesis builds on these qualitative studies. This is done by providing new insights into the challenges experienced by Danish females in balancing their work-life due to varying degrees of media dependencies when exposed to new digital practices (current pandemic). Therefore, the main research question is, “How and why do Danish female professionals experience fluid transitions between professional work and private life, with the increase of new forms of media dependencies?” The study consisted of eight semi-structured interviews with Danish female participants followed by a qualitative approach. Thoroughly employing social design in a mediatization framework, key themes in the experiences of the participants; work-life-balance, flexibility at work, virtual fatigue and self-care practices were extracted. The study also found that there are gendered roles during the coronavirus pandemic, with women shouldering a greater burden due to unpaid labour. The findings of this work provide deeper insights into the challenges females may endure during national lockdowns. It is envisioned that this work will allow for deeper reflections on the usage and consumption of digital media in keeping boundaries between work-private life. This includes Denmark and other countries. /p>

Problembakgrund: I början av år 2020 började viruset Covid-19 spridas runt om i världen och i mars år 2020 klargjorde världshälsoorganisationen att vi befinner oss i en pandemi. Allt fler organisationer började med distansarbete som ett sätt att ta sitt ansvar för att försöka minska smittspridningen på arbetsplatser. Svårigheter kan uppstå med att motivera arbetstagare under den rådande situationen. Arbetsmotivationen samt distansarbetet kan komma att påverka både chefer och medarbetares balans mellan arbetsliv och privatliv. Syfte: Syftet med studien är att beskriva och analysera hur chefer och medarbetarnas arbetsmotivation påverkats av distansarbetet samt hur de hanterar balansen mellan privatliv och arbetsliv. Metod: Studien är baserad på en kvantitativ metod med en deduktiv ansats. Datainsamlingen har skett genom en webbaserad enkätundersökning besvarad av 219 st respondenter som arbetar på distans. Resultat: Distansarbetet har mestadels en positiv påverkan på arbetsmotivationen hos chefer och medarbetare som har deltagit i denna enkätstudie. Balansen mellan arbetsliv och privatliv har fungerat bra för många av de som arbetar på distans. Gränsen mellan privatlivet och arbetslivet kan lätt bli suddig när arbetstagare arbetar hemifrån. Majoriteten ansåg att en variation mellan att arbeta på arbetsplatsen och hemifrån skulle vara mest optimalt. / Problem: In the beginning of 2020, the Covid-19 virus began to spread around the world and in March 2020 the World Health Organization made it clear that we are in a pandemic. More and more organizations started with teleworking as a way of taking responsibility and trying to reduce the spread of infection in workplaces. It can be difficult for a company to motivate employees, especially in the current situation, work motivation and teleworking can affect both managers and employees' balance between work and private life. Purpose: The purpose of the study is to investigate how work motivation is affected by telework and how workers who work remotely handle the balance between private life and work life. Method: The study is based on a quantitative method with a deductive approach. The method that was used was a web-based survey answered by 219 respondents who work remotely. Results: Teleworking has mostly a positive impact on the work motivation of managers and employees who have participated in this survey. The balance between work and private life has worked well for many of those who work remotely. The boundary between private life and working life can easily become blurred when managers and employees work from home. The majority considered that a variation between working in the workplace and away from home would be most optimal.

Coronaviruset har inneburit att kontorsanställda runt om i Sverige gått över till att arbeta på distans. Syftet i den här studien är att undersöka kontorsanställdas subjektiva upplevelser av distansarbetet för att se hur det påverkat dem. Tidigare studier har undersökt distansarbetets påverkan i följd av coronaviruspandemin, dock gjordes dessa studier under de allra tidigaste stadier av pandemin. Detta gör ämnet mer intressant eftersom upplevelserna kan ha förändrats på grund av dessa långdragna restriktioner under pandemin. I den här studien används teorierna Job Demands-Resources Model samt Work-life balance för att identifiera de anställdas upplevelser kring arbetskrav och arbetsresurser, där fokuset läggs på engagemang och utmattning, samt balansen mellan arbetsliv och privatliv. Vi undersökte även respondenternas strategier kring dessa teorier för att ge studien ett större syfte. Studien är av kvalitativt slag - semistrukturerade intervjuer gjordes på nio anställda inom nio olika organisationer där alla respondenter arbetade helt eller delvis på distans.  I empiri och analys visade vi att respondenterna hade skilda upplevelser kring arbetskrav, och att en del arbetsresurser var mer betydelsefulla än andra. Framför allt var det sociala stödet en viktig resurs för att hantera kraven, där det mest påtagliga kravet i följd av distansarbetet var arbetsbelastning. Vi visade även att en ökad flexibilitet var den största fördelen med distansarbetet, vilket hade positiv effekt på balansen mellan arbetsliv och privatliv. Respondenterna upplevde dock betydligt utsuddade psykiska gränser. Till sist presenterade vi respondenternas strategier för arbetskrav och arbetsresurser, där det återigen var det sociala stödet som var väsentligt. För balansen mellan arbetsliv och privatliv var det tydliga arbetsplatser i hemmet som visade ha störst positiv effekt både fysiskt och mentalt.  Slutsatserna som kunde dras var att påverkan på utmattning var någorlunda positiv jämfört med tidigare, mestadels för att respondenterna upplever mindre stress och mindre distraktioner när de arbetade hemifrån. Däremot har de flesta respondenterna upplevt lägre motivation och engagemang, främst på grund av försämrat socialt stöd. Upplevelser kring arbetskrav och arbetsresurser har förvärrats i allmänhet, i följd av att hanteringen av vissa arbetskrav blivit mer problematiska samt att det sociala samspelet försämrats. När det gäller balansen mellan arbetsliv och privatliv så var upplevelserna mestadels positiva, i synnerhet flexibiliteten som var förbättrad i följd av ökad autonomi. Tillgängligheten har ökat men visade sig vara mestadels positiv för individens balans. Utsuddade gränser var dock försämrade och skulle kräva mer fokus i framtida forskning. Att söka socialt stöd var den viktigaste strategin för att hantera arbetskrav och upprätthålla arbetsresurser. De viktigaste strategierna för arbetslivsbalans var att anordna ett kontor i hemmet, ha god planering, samt att lämna allt arbetsrelaterat efter arbetstid. / Due to the coronavirus pandemic, many office employees in Sweden have switched to working remotely. The purpose of this study is to examine the office employees’ subjective experiences of telework to see how it has affected them. We used the Job Demands-Resources Model and Work-life balance theory to identify employees’ experiences regarding job demands and job resources, focusing on engagement and exhaustion, and the work-life balance. We also examined the employees’ strategies around the two theories to give the study a more important purpose. Semi-structured interviews were performed on nine remote-working employees within nine different organisations. The empirical results show that the respondents had different experiences of job demands, and that some job resources were more significant than others. We also showed that increased flexibility was the biggest advantage of teleworking, which had a positive effect on the work-life balance. The conclusions that could be drawn were firstly that the impact on exhaustion was somewhat positive compared with before the pandemic, mostly because the respondents experience less stress and less distractions when working from home. However, most respondents have experienced lower levels of engagement, primarily due to reduced social support. Experiences regarding job demands and job resources have deteriorated in general. The experiences regarding work-life balance were mostly positive, where above all the increased flexibility was the root cause. Seeking social support was the most important strategy for managing job demands and maintaining job resources. The most important strategies for work-life balance were to arrange an office in the home, good planning, and to leave everything work-related after working hours.

This thesis explores the effect of transformational leadership, employee work environment, job satisfaction, and work-life balance on employee work performance. It begins by looking at existing literature on the effectiveness of transformational leadership as one of the relevant leadership styles in situations that require urgent business system transformation and adaptation as witnessed in the COVID-19 pandemic. One of the consequences of the pandemic is the definition of what a work environment is. Working from home, although not new, has become popular due to the pandemic and there are several publications around this subject under the “New Ways of Working” (NWW) theme. The implementation of working from home for employees within an organization as well as its success and support available to employees depend to some extent on the leadership style practised by persons in senior management positions of such organizations. Two research questions are investigated: (1) What are the effects of transformational leadership style on employee job satisfaction and consequently on work performance? (2) What are the effects of the employee work environment on work-life balance as well as employee satisfaction and consequently on work performance? To answer these questions, structural equation modelling (SEM) is applied to data from a survey questionnaires with 224 respondents. Since the overall aim of the thesis is to assess the effect of transformational leadership style and employee work environment on work performance, the survey measures two intermediate outcomes (employee job satisfaction, and employee work-life balance).  It has been demonstrated through other works that transformational leadership and employee work environment play an important role in overall work performance. Good transformational leadership promotes employee satisfaction. A suitable employee work environment promotes a positive work-life balance as well as high employee satisfaction.  Our findings regarding the effect of transformational leadership on employee work performance are in line with findings of previous work. The results of the SEM analysis demonstrate that transformational leadership positively affects employee job satisfaction which in turn positively affects employee work performance. Interestingly, despite several works suggesting that work environment positively affects work-life balance, our results did not show any statistically significant relationship either with work performance directly or with the mediating variables work-life balance and job satisfaction, to substantiate this link. We discuss our results and make suggestions for policy, practice, and future work implications.