Introduction: First line managers in the public sector, are under a great pressure from both senior management, leadership, politicians and often from a large group of employees. Few studies have been made on the first-linemanagers psychosocial work environment, even though in the studies found that the manager affects their employees work environment. Aim: How first line managers in municipal elderly describes the psychosocial work environment on the basis of demand-control - support model. Methods: The study was conducted through individual interviews with six first line managers. Respondents were recruited through a strategic selection in a medium-sized municipality in Västernorrland. The interviews were conducted using an interview guide. Qualitative content analysis with an deductive approach was used as a method of interpretation of the results. Results: First line managers point out the difficulty in balancing the requirements and several managers also mentioned the importance of having clear role descriptions and objectives. Most managers experience control more or less and a wide mandate when it comes to decisions to be taken. The experience of support in their work is divided, both from the line manager and employee. In contrast, the most managers find that support from the support functions are missing. Conclusion: The results of this study show individual differences in first-line managers' perception of demands, control and support. However, there are similarities within the group studied, suggesting that all three domains are important for their psychosocial work enviroment.

Sexuella trakasserier inom vårdbranschen är vanligt förekommande, och kan ha allvarliga konsekvenser för både individen och arbetsplatsen. Enligt tidigare studier är patienter en vanlig förövare för sexuella trakasserier, men trots det har arbetsgivaren ingen åtgärdsskyldighet utifrån Diskrimineringslagen. Däremot kan sexuella trakasserier ifrån patienter röra sig om en allvarlig arbetsmiljöfråga, vilket arbetsgivaren har yttersta ansvaret för. Det saknas generellt kunskap om sexuella trakasserier ifrån patienter, och i synnerhet kunskap i hur chefer på sjukhus upplever sitt arbete med att förebygga samt hanterar sexuella trakasserier ifrån sjukhus, vilket motiverar genomförandet av föreliggande studie. Syftet med denna studie var att undersöka första linjen-chefers upplevelser av att arbeta emot sexuella trakasserier ifrån patienter mot vårdpersonal på sjukhus. Studien är en mixed-method studie med kvalitativ ansats, som består av två delstudier: policystudien och intervjustudien. Policystudien bestod av en kartläggning över policydokument om sexuella trakasserier ifrån patienter inom en specifik region. Endast en relevant policy fanns och denna analyserades med hjälp av en policyanalys av Carol Bacchi: WPR. Data till intervjustudien samlades in via intervjuer med tio första linjen-chefer på sjukhuset som hade den relevanta policyn. Intervjuerna analyserades med hjälp av en kvalitativ innehållsanalys. Resultatet av studien visar att den analyserade policyn i liten utsträckning handlar om sexuella trakasserier, och framställer patienter som inte har förtroende för en arbetsgrupp kännetecknad av mångfald som ett problem. Första linjen-chefer i föreliggande studie upplever en viss mättnad i hur mycket som fenomenet går att förebygga, och de tror att de flesta incidenter hanteras av vårdpersonalen själva. / The aim of this study was to examine first line managers experiences of working against sexual harassment from patients against clinicians in hospitals. The study was qualitative using mixed methods gathering data. The study was conducted in two substudies. The first by mapping out policys on sexual harassment from patients within a specific region, then analysed by using the policy analysis method What’s the problem represented to be? The second substudy was carried out by conducting interviews with ten first line managers in a hospital, and analysed by a qualitative content analysis. The results show that the analysed policy does not include sexual harassment to a great extent, and presents patients distrust to a workgroup characterized by diversity as a problem. First line managers experience some saturation in how much they can prevent sexual harassment from patients, and feel that most incidents are handled by the clinicians themselves. First line managers experience the policy as some what “black and white” but at the same time a good basic support tool, and therefore the managers experiences of preventing and handling sexual harassment from patients could give a more nuanced picture of the phenomenon.