Syftet med studien var att undersöka de förhoppningar som kontorsanställda hade om hur ett framtida arbetsliv, enligt deras mening, bör te sig efter det att de har blivit tvingade att arbeta på distans. Studien genomfördes med kvalitativa semistrukturerade intervjuer med bekvämlighetsurval kombinerat med snöbollsurval vilket resulterade i tolv intervjudeltagare (n=12). De kom från flera olika verksamheter och hälften var kvinnor och hälften var män. Data från intervjuerna bearbetades med en tematisk analys och resulterade i fyra teman vilka var: 1) frihet i arbetslivet, 2) stöd från arbetsgivare, 3) socialt behov samt 4) attraktiv arbetsgivare. Slutsatsen av studien var att det viktigaste för alla deltagare var att ha en valfrihet gällande var de utförde sitt arbete och de hade en förhoppning att fortsättningsvis kunna ha någon form av hybridlösning. Flera deltagare hoppades även att deras arbetsgivare skulle ta ett större arbetsmiljöansvar vid distansarbete. Vidare uttryckte några deltagare en förhoppning att framöver fortsätta kunna utföra affärsresor för att få det fysiska mötet med kollegor och samarbetsparter från andra orter och länder. / The purpose of this study was to explore the wishes of office employees who have been distance working as prompted by the Covid-19 Pandemic. More specifically, we wanted to find out what wishes that the participants had for their future work life after the pandemic. The qualitative study was designed based on semi-structured interviews. A convenience sample, using a snowball strategy, was selected resulting in 12 participants (n=12) divided equally between men and women. Data was analysed with a thematic analysis resulting in four main themes: 1) a freedom of choice, 2) employer support experience, 3) social needs and 4) employer attractiveness. Overall, participants expressed wishes for choosing their own workplace and have some form of hybrid solution. The participants also hoped that the employer would take a greater work environment responsibility. Some participants wished for the opportunity to still have business trips to get the physical meeting with colleagues and partners from other cities in Sweden and other countries.

The game industry is modern and as such in constant evolution, therefore it needs information on how to better its work practices either it be on a professional level or at a training level. This thesis focuses on game education, specifically on the game students partaking in such education and developing a game as part of a game-based development course. The study investigated what kinds of pressure might be afflicting game students at Uppsala University during their game production courses and what are the effects of such pressures on the work/life balance of the concerned game students. To conduct the data collection, a survey with close and open-ended questions was used to gather information on focused topics but also get the opinion of the respondents on the matter. As a result of the research, it was possible to learn that the game students are pushing themselves to adopt overworking tendencies during their game production course. This behavior would be motivated by the different pressures affecting them during their game production course like the pressure to produce high-quality work. The conclusion reached is that the pressures affecting game students during their game production courses are related to the lack of healthy work habits of game students when working independently on their game productions. The pressures have impacts on the work/life balance of the affected students who often end up sacrificing their well-being in favor of work. This decision can have the opposite effect as work/life balance conflicts can hinder a game student's chances of academic success. To address this issue this thesis recommends game schools to support game students who are working independently by leading them to adopt healthy work habits and helping them to cope with the pressures of their environment.

Many U.S. organizations fail to retain Millennials for longer than 3 years. The purpose of this case study was to explore the strategies and methods leaders have used to retain Millennial employees within a small business in the Washington, DC, metropolitan area. The leaders of this small business have retained their Millennial employees for the last 3 years. The conceptual frameworks for the study were Bass's transformational leadership theory and von Bertalanffy's general systems theory. Data were collected from semistructured interviews with 4 participant leaders with a successful record of retaining Millennials. In addition, company documents including policies, training records, company website, and peer-reviewed journals were gathered to supplement the semistructured interviews. All data were analyzed using the modified van Kaam method. The findings revealed that these 4 leaders employed specific strategies for career growth opportunities, communication plans, organizational level community involvement, high compensation packages, high functioning and fun culture, regular feedback meetings, training opportunities, and respect for opinions to solve the low retention rate among Millennials within an organization. The leaders also reported 3 methods that they employed to retain Millennials were maintaining open lines of communication, establishing positive relationships with management, and providing targeted training throughout the employees' tenure. Social change implications include organizational leaders increasing retention rates of Millennial employees by enhancing employee motivation and improving relationships. Results may benefit organizations by reducing turnover costs.

There is a likelihood of stress in working students' struggles to manage work, family, studies, and personal life, yet little is known about differences in stress levels between male and female online students. Previous studies suggested that more men than women balanced work and family owing to women's asymmetrical family responsibilities. The purpose of this study was to examine the moderating effects of gender on the relationships of work-life balance and work-study interface of working online students and their perceived stress and satisfaction with life. In this quantitative study, the theoretical framework included social role theory and spillover theory. A convenience sample of 80 working online students (aged 20-60+ years) participated in an online survey. Particpants completed a demographic survey, work-life balance scale, work-study interface scale, perceived stress scale, and satisfaction with life scale. Collected data were analyzed using regression analysis. The results indicated that in both work-life balance and work-study interface, working female online students had higher levels of perceived stress than males, and women had a lower level of satisfaction with life than men in work-study interface. Understanding spillover experiences and gender social roles of working online students in their work-life balance and work-study interface may lead to positive social change by providing useful information for policy makers to support online students. The study may also provide an understanding of the dynamic of the work-life-study balance for the students themselves.

Telecommuting, or working away from the office, has during the covid-19 pandemic proved both challenging and advantageous. The new prerequisites and lessons learned has led companies to adopt Hybrid Virtual Models (HVM), a combination between in office work and telecommuting. The purpose of this study has been to analyze this new way of working in order to provide practitioners with important insight into the implications and possibilities with HVM. The theoretical contribution consists of broadening scarce theoretical coverage by highlighting important aspects for its implementation and usage. Empirical data has been gathered using an abductive method and indicates that voluntary HVM leads to increased organizational performance in terms of less sick days and increased employer attractiveness as a result of being highly desired. Concluded in the study is that a balance between office work and flexible telecommuting is the best way to organize to meet the demands of the future. / Pandemin flyttade mycket av verksamheten från kontoret till anställdas hem. I takt med att restriktionerna lättas ställs företagen inför frågan hur de ska organisera sig givet de nya förutsättningarna. Distansarbete har visat vara både utmanande och fördelaktigt. Detta har lett till att företagen infört virtuella hybridmodeller (HVM). En kombination av arbete på kontoret och på distans. Studiens syfte har varit att analysera detta nya sätt att arbeta för att ge branschverksamma viktiga insikter om konsekvenser och möjligheter med hybridorganisering. Det teoretiska bidraget breddar det tidigare knapphändiga teoretiska underlaget genom att belysa aspekter för hybridarbetets genomförande och användning. Empirisk data har samlats in genom en abduktiv metod och visar att HVM tenderar att öka prestation på grund av färre sjukdagar och image av att vara en attraktiv arbetsgivare. Studien kommer fram till att en balans mellan kontorsarbete och distansarbete är det bästa sättet att organisera sig för att möta framtidens krav

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Syftet med studien var att undersöka hur chefer med förtroendearbetstid upplever balansen mellan arbete och privatliv. Studien baserades på en induktiv kvalitativ design där åtta semistrukturerade intervjuer genomfördes i tre olika organisationer via en digital plattform. Den insamlade data transkriberades och analyserades genom tematisk analys. Insamlat material genererade fyra huvudteman och nio underteman. Resultatet visade att det fanns både en upplevelse av en god balans mellan arbete och privatliv där utmärkande upplevelser som hade betydelse för balansen var flexibilitet och kontroll över sin arbetstid. Balansen tenderade att variera under stressiga perioder. Bland respondenterna fanns även en upplevelse av låg balans mellan arbete och privatliv, där stress och krav från chefer hade en betydande roll som innebar minskad möjlighet att spendera tid med deras familjer. / The aim of the study was to examine how managers with flexible work time experience their work life balance. The study was inductive and eight qualitative semi structured interviews were held in three different organizations through a digital platform. The collected data were transcribed and analyzed through thematic analysis. That resulted in a total of four themes and nine sub-themes. The result showed that the managers in general experienced a well balanced everyday life where distinguishing feelings that seemed to be important for the balance were flexibility and the possibility to control the working hours. The balance tended to fluctuate during stressful periods. Among the respondents, there were also an experience of low work life balance, where stress and demands from managers were important because it could mean a reduced opportunity to spend time with their families.

Background:  Employees are the basis upon which a successful firm is built. Today, it is a talents market, and companies must prioritize their employer branding strategies and improve their employee value proposition to attract and retain the best talent. In addition, the pandemic’s disruption in everybody’s daily life caused "The Great Resignation," a phenomenon in which many people quit their employment owing to a lack of recognition and unpleasant working conditions. Consequently, businesses have an even greater challenge to identify and address the challenge to fulfill employees' values and needs. While traditional methods such as salary and other benefits are still necessary, they may not be sufficient for many potential employees who value a positive work environment and feeling connected to the company's goals. Therefore, a gap in literature was found regarding how personal values affect employees decision on choosing employers. Purpose: The objective of the thesis is to create a conceptual framework to explain and investigate the relationship between identity formation and employer branding - how personal values shape employees' decisions to stay or leave their jobs in the transition to a post-pandemic period.   Method: Semi-structured interviews from people in Generation Z and who operate in the white-collar sector, particularly in the "transition to post-pandemic period" was noted. A conceptual model was created from the theoretical background. The data from the interviews were analysed using a thematic analysis, which was carried out using a qualitative method with an abductive approach. Conclusion: The conceptual framework was used to investigate the relationship between identity formation and employer branding. Five contingent variables were identified; employer branding, identity formation, work-life balance, fresh-start mindset, and mobile technology with correlating hypothesises. The authors confirmed that four out of five hypotheses were accepted, except for the fresh-start mindset. The research highlights the importance of employers understanding the values and priorities of their employees to build a strong employer brand strategy. The study recommends that employers evaluate what employees value and form their strategy accordingly.