The diploma thesis deals with flexible forms of work in the Czech Republic. After the short introduction of the history and theoretical frameworks, particular types of alternative work forms used in the Czech labour market are presented. Readers are faced with part-time jobs, flexible work hours, home office and other. Special part is dedicated to occupying of part-time workers who are employed in the mode of Contract of Services, which is specific for Czech labour market and is involved in flexible work forms in this text. The great part of this thesis occupies case study, which was held at headquarters of one Czech company and which provides view of function of flexible forms of work on the side of the employer and employees as well. Data analysis offers mainly information coming from perception of alternative working forms by their users, which means employees, but by provider as well. Emphasis is placed primarily on evaluation of motives which lead into implementing and demanding of flexible work forms and also their advantages and disadvantages. Readers can find in analytic part also profiling of group of employees working in alternative working modes. These profiles are built-up from the view of the character of employees positions and from their individual characteristics as well. It is also...

This thesis deals with the topic of work-life balance in narrations of Ukrainian female migrants in the Czech Republic. Female migrants are in a difficult situation while managing these two spheres of their lives, because they are situated in an unknown milieu and lack family environment and social ties. Based on fourteen in-depth interviews I analyze how these women deal with this situation and how they feel about it. The research shows that the women's work trajectories develop in accordance with their reasons to migrate and their family situation. The family situation especially their motherhood seems to be crucial in choosing the work-life balance strategies. Thus, in my analysis I show how these strategies differs among women who brought their children with them to the Czech republic, those who brought them later, those who left them at Ukraine and those who gave birth to their first children in the Czech Republic. The main attention is paid to female migrants whose children joint them later as they go through the most distinct changes in managing their work-life balance. In my analysis I identified some problems which Ukrainian migrants have to face considering reconciliation of their work and personal life. The most crucial one is the absence of the extended family and its help with...

Background: Compared to the general population, physicians are more likely to experience increased burnout and lowered work-life balance. In our article, we want to analyze whether the workplace of a physician is associated with these outcomes. Methods: In September 2019, physicians from various specialties answered a comprehensive questionnaire. We analyzed a subsample of 183 internists that were working full time, 51.4% were female. Results: Multivariate analysis showed that internists working in an outpatient setting exhibit significantly higher WLB and more favorable scores on all three burnout dimensions. In the regression analysis, hospital-based physicians exhibited higher exhaustion, cynicism and total burnout score as well as lower WLB. Conclusions: Physician working at hospitals exhibit less favorable outcomes compared to their colleagues in outpatient settings. This could be a consequence of workplace-specific factors that could be targeted by interventions to improve physician mental health and subsequent patient care.

Work engagement is an increasingly popular construct in organizational and occupational health psychology. However, despite substantial advances in our understanding of work engagement at the between-person level, scholars have argued for increased investigation into what drives engagement on a daily level for individual employees. In the current study, a within-person, day-level design was employed to examine the relationships between nonwork mastery experiences, job crafting behaviors, and daily work engagement. Drawing on Conservation of Resources (Hobfoll, 1989) theory, nonwork mastery experiences and job crafting were operationalized as employee-driven, resource-building strategies that assist employees in generating important psychological and job resources that can be drawn upon in order to maintain high levels of work engagement during the day. Moreover, a reciprocal relationship between work engagement during the day and nonwork mastery experiences the same evening was tested. Employees from a U.S. technology firm provided responses in the morning, at lunchtime, and after work each day for five working days. Multilevel structural equation modeling was used to test the hypotheses in the current study. Findings revealed no support for the hypothesized model at the within-person level of analysis; however, ancillary analyses suggested support for an indirect relationship between job crafting and work engagement via increased positive affect. Moreover, nearly all the proposed relationships emerged at the between-person level of analysis providing some insight into the effects of resource building strategies and work engagement across participants. Finally, seeking structural resources was identified as a person-level factor that explained variance in employees' initial levels of work engagement at the start of the week, as well as the trajectory of engagement over the course of the week. The current findings contribute to our understanding of bottom-up, employee-driven behaviors that help to sustain engagement over time. Suggestions for future research and implications for practice are discussed.

The majority of literature on the work-family interface has focused on, and provided evidence of, the conflict associated with engagement in both work and family roles (Eby, Casper, Lockwood, Bordeaux, & Brinley, 2005). Research examining the positive aspects of work and family participation remains limited. The current study investigated how work-family positive spillover is transferred between members of the supervisor-employee dyad and subsequently how this affects employee sleep outcomes. It was hypothesized that work-to-family affective positive spillover experienced by supervisors would crossover to employees and increase their experiences of work-to-family affective positive spillover. In turn, this would allow for better employee sleep. It was also proposed that these relationships would depend on the level of employee perceptions of family-supportive supervisor behaviors (FSSB), such that higher levels of FSSB would result in higher levels of employee positive spillover and better employee sleep. As part of a larger study, survey data were collected in a sample of 696 workers supervised by 180 managers in the information technology sector. Contrary to expectations, results indicated that supervisor positive spillover was negatively related to employee positive spillover. Furthermore, FSSB moderated the association between supervisor positive spillover and employee sleep duration, such that the relationship between supervisor positive spillover and employee sleep duration was positive under high levels of FSSB, but negative under low levels of FSSB. Again, this finding was contrary to expectations. Alternative explanations are discussed.

As many Americans move away from the traditional homemaker-breadwinner family model, research on gender and work/family conflict has become increasingly important and the question of gender difference in experiences of work/family conflict continues to be relevant. While there is research that shows women tend to experience significantly greater work/family conflict than men, there are also studies that have shown little or no gender difference, and some that offer evidence that men are reporting more work/family conflict. This study contributes to the debate by examining gender and occupational prestige in regard to working parents' perceptions of work-to-family and family-to-work spillover, with a quantitative analysis of national probability sampled survey data from the General Social Survey's Quality of Working Life Module from the years 2006 and 2010. The findings indicate that fathers are reporting significantly more work/family conflict than mothers, and that higher prestige work is associated with greater work/family conflict, but occupational prestige has a gendered effect with work-to-family spillover and is found to be especially salient for fathers. Overall, this study demonstrates the need for policy-makers and employers to acknowledge men's parenthood. The findings are evidence that there is a need for incentivized paternity leave initiatives in the United States, as well as more universal employee work/life programs that address the barriers to fathers utilizing family-accommodating benefits.

Engineers belong to a group of workers that will form a large and important part of the green transition in northern Sweden. At the same time there are many engineers with the right competence in the energy sector that remains missing. To resolve the future skills gap, this essay aims to find an understanding of engineers’ perspectives of the labor market and how to manage and attract the skills needed for a sustainable industrialization in northern Sweden. This essay used qualitative methods, more specifically semi-structured interviews, and thematic analysis, to gather and analyse the collected data. The results of the essay indicate that engineers in the energy sector value development opportunities, flexibility, and the opportunity to achieve a work life balance highly. Thus, salary seems to not form a large part of the engineers most important preferences in their work life. This shows that regardless of what sector a company belongs to, they could focus on and promote motivational factors rather than monetary rewards.

Syftet med studien var att undersöka hur HR-anställda inom privat sektor upplevde den psykosociala arbetsmiljön och arbetsrelaterad stress. Studien genomfördes med en kvalitativ metod med semistrukturerade intervjuer. Totalt intervjuades åtta HRanställda. Den insamlade datan transkriberades och analyserades med hjälp av Braun och Clarkes (2013) sexstegsmodell för tematisk analys. Sedan bildades teman till resultatet samt underteman. De huvudteman som framkom var psykosocialt arbetsklimat, upplevd psykosocial arbetsmiljö, gränsdragning mellan privat- och arbetsliv samt upplevd arbetsrelaterad stress. Resultatet visade att respondenterna generellt upplevde en låg arbetsrelaterad stress, dock var stressen mer kopplat till privatlivet och livspusslet. Merparten av respondenterna upplevde överlag en god psykosocial arbetsmiljö med en familjär och värnande kultur. Respondenterna upplevde även att de hade rimliga krav och kontroll över sina arbetsuppgifter, och samtidigt upplevde socialt stöd från både chef, kollegor samt familj. / The aim of this qualitative study was to examine how Human resources employees in the private sector perceived their psychosocial work environment and work-related stress. The method used was based on qualitative semistructured interviews, with a total of eight Human resources employees. The gathered data was analyzed through Braun and Clarke’s (2013) model for thematic analysis. The data from the interviews was transcribed and themes were created as a result. Four main categories were found; psycosocial work climate, perceived psychosocial work environment, blurred work-life boundaries and perceived work-related stress. The results from the study showed that the respondents experienced overall low work-related stress but the stress was more connected to their private-life. The majority of the respondents experienced a good psychosocial work environment. The result also showed that the respondents experienced reasonable demands and a high control over their work-tasks, and at the same time experienced social support from both manager, colleges and family.

Titel: Vikten av balans mellan privat- och yrkesliv som fastighetsmäklare - En studie om balansen och dess påverkan på jobbtillfredsställelse och avsikten att byta bransch bland svenska fastighetsmäklare Syfte: Syftet med denna studie är att undersöka om balans mellan privat- och yrkesliv påverkar jobbtillfredsställelse och avsikten att byta bransch bland svenska fastighetsmäklare. Utöver detta kommer hänsyn tas till eventuella könsskillnader inom de valda områdena. Metod: Denna studie bygger på en kvantitativ karaktär med ett deduktivt förhållningssätt. För insamling av det empiriska materialet skickades en webbaserad enkät ut. Enkäten skickades ut till urvalet på 741 stycken fastighetsmäklare verksamma i Sverige av den totala populationen på 7652 stycken. Enkäten besvarades av 133 stycken. För analys av data har statistikprogrammet JASP använts där en deskriptiv analys samt korrelationsanalys utförts. Resultat & slutsats: Studien visar att balans mellan yrke/privatliv (WFC) samt balans mellan privat/yrkesliv (FWC) påverkar jobbtillfredsställelse där inre och organisatorisk jobbtillfredsställelse har störst påverkan. WFC bidrar till ökad avsikt att byta bransch medan FWC inte har några kopplingar. Jobbtillfredsställelse är den faktor som har störst inverkan på avsikten att byta bransch. Inre, yttre och organisatorisk jobbtillfredsställelse visade alla starka samband med avsikten att byta bransch. Vidare visade resultatet endast könsskillnader där de manliga fastighetsmäklarna upplevde en större påverkan av FWC än kvinnorna, gällande WFC i framgick inga könsskillnader. Det framkom inga samband mellan jobbtillfredsställelse eller avsikten att byta bransch kopplat till könsskillnader. Studiens bidrag: Denna studie bidrar med kunskap om hur svenska fastighetsmäklare upplever balans mellan privat- och yrkesliv där jobbtillfredsställelse och avsikten att byta bransch undersöks. Det praktiska bidraget vänder sig till fastighetsmäklarbranschen för att motverka den höga omsättningshastigheten. Förslag till vidare forskning: Intressant i framtida studier hade varit att mer djupgående fokusera på hur fastighetsmäklarens partner med samma yrke skiljer sig från fastighetsmäklarens partner med annan sysselsättning i avseende till den upplevda balansen mellan privat- och yrkesliv, där WFC och FWC mäts för att se om det framkommer skillnader i jobbtillfredsställelse och avsikten att byta bransch. Vidare forskning genom en replikering av vår studie bland fastighetsmäklare i Sverige men även övriga länder för att se om balansen har en inverkan på jobbtillfredsställelse och avsikten att byta bransch. Intressant till vidare forskning är att undersöka mer djupgående vad det finns för faktorer bakom avsikten att byta bransch. / Title: The role of work life balance as a real estate agent - A study about balance and its impact on job satisfaction and turnover intention among Swedish real estate agents. Aim: The purpose of this study is to examine work-life balance affects on job satisfaction and turnover intention among Swedish real estate agents.  Method: This study is based on a quantitative characteristic with a deductive approach. To obtain the empirical material, a web-based survey was sent out. The survey was sent out to the sample of 741 real estate agents operating in Sweden, out of the total population of 7,652. The survey was answered by 133 people. The analysis of data has taken place in the statistical program JASP, where a descriptive analysis and a correlation analysis has been performed. Result & Conclusions: The study shows that work-family conflict (WFC) and family-work conflict (FWC) affect job satisfaction, where intrinsic and organizational job satisfaction has the strongest affects. WFC increased turnover intention while result shows no relationship between FWC and turnover intention. Job satisfaction has the strongest impact on turnover intention. Intrinsic, extrinsic and organizational job satisfaction showed all strong relationships with turnover intention. Furthermore, the result showed gender differences where the male real estate agents experienced a greater impact on FWC than the women, WFC had no gender differences. Job satisfaction and turnover intention also showed no gender differences. Research contribution: This study contributes knowledge about how Swedish real estate agents experience the balance between private- och professional life where job satisfaction and turnover intention are examined. The practical grant is aimed at the estate agency industry to counteract the high turnover rate.  Suggestions for future research: It would be interesting in future studies to focus more deeply on how the real estate agents partner with the same occupation differs from the real estate agents partner with a different occupation. And examine work life balance, including WFC and FWC, job satisfaction and turnover intention. Further, a replication of our study is suggested among real estate agents in Sweden but also other countries to see if the balance has an impact on job satisfaction and turnover intention. Interesting for further research is to examine in more depth what factors are behind turnover intention in a deeper perspective.

Syftet med denna studie är att få en bredare förståelse för hur HRM-strategier kan vara tillämpbara och anpassade för att förhindra hög personalomsättning bland kvinnliga fastighetsmäklare. Studiens syfte växte fram med hänsyn till att många kvinnliga fastighetsmäklare, särskilt i åldern omkring trettio, väljer att byta yrkesbana efter bara några år inom branschen. Studien strävar efter att identifiera de faktorer som positivt påverkar och skapar förutsättningar för en framgångsrik yrkesutövning. Fokus riktas därför mot kvinnliga mäklare som för närvarande är aktiva inom yrket och som har valt och lyckats att fortsätta vara verksamma inom branschen i minst fem år.  Uppsatsen utgår från en teoretisk referensram som omfattar områden såsom HRM, work- life balance, motivation och belöningspreferenser. Denna teoretiska referensram används som grund för analysen av insamlade data och jämförs med de empiriska resultaten. Empirin har samlats in genom en kvalitativ metod där nio kvinnliga fastighetsmäklare, födda inom spannet 1982 och 2004, har intervjuats för att erhålla deras perspektiv på yrket och varför de har valt att fortsätta vara verksamma inom det.  Studien konstaterar att det finns en variation i respondenternas uppfattningar och preferenser när det gäller motivationsfaktorer, belöningshantering, arbetsmiljö och ledarskap, vilket tyder på att det inte finns en universell lösning för att uppnå hög arbetsglädje och personalens långvariga engagemang inom fastighetsmäklaryrket. För att skapa en motiverande arbetsmiljö och främja medarbetarnas trivsel och lojalitet är det viktigt för arbetsgivare att anpassa sina strategier och åtgärder utifrån de individuella behoven och önskemålen hos sina anställda. En flexibel och anpassningsbar arbetsplats kan vara en framgångsfaktor för att tillgodose de olika preferenserna hos medarbetarna. Ledarskapet bör vara individanpassat, lyhört, stödjande och uppmuntrande, och arbetsgivare bör främja öppen kommunikation och skapa en atmosfär av förtroende och respekt för att bidra till en positiv arbetsmiljö och bidra till medarbetarnas motivation och engagemang.  Studien framhåller även vikten av lämplig personlighet för att uppnå framgång och stanna kvar som mäklare. Det föreslås vidare att det skulle vara intressant att undersöka personlighetstyper samt att inkludera ett manligt perspektiv för att få en bredare förståelse av HRM och work-life balance inom mäklarbranschen. / The purpose of this study is to gain a deeper understanding of how HRM-strategies can be applicable and tailored to prevent high turnover among female real estate agents. The purpose of the study emerged considering that many female real estate agents, especially around the age of thirty, choose to change careers after just a few years in the industry. The study aims to identify the factors that positively influence and create conditions for successful professional practice. Therefore, the focus is directed towards currently active female agents who have chosen and managed to continue their careers in the industry for at least five years.  The paper is based on a theoretical framework that encompasses areas such as HRM, work- life balance, motivation, and reward preferences. This theoretical framework is used as the basis for analyzing the collected data and comparing it with the empirical results. The empirical data has been gathered through a qualitative method where nine female real estate agents, born within the range of 1982 and 2004, have been interviewed to obtain their perspectives on the profession and why they have chosen to remain active in it.  The study concludes that there is a variation in the respondents' perceptions and preferences regarding motivation factors, reward management, work environment, and leadership, suggesting that there is no universal solution to achieving high job satisfaction and long-term employee engagement in the real estate profession. To create a motivating work environment and promote employee well-being and loyalty, it is important for employers to adapt their strategies and actions according to the individual needs and desires of their employees. A flexible and adaptable workplace can be a success factor in meeting the diverse preferences of employees. Leadership should be individualized, attentive, supportive, and encouraging, and employers should promote open communication and create an atmosphere of trust and respect to contribute to a positive work environment and enhance employee motivation and engagement.  The study also emphasizes the importance of having a suitable personality to achieve success and stay in the profession. Furthermore, it is suggested that examining personality types and including a male perspective would be interesting to gain a broader understanding of HRM and work-life balance within the real estate industry.