Human - Technology - Organization (HTO) is a well-established, general unifying concept in the Swedish Accident Investigation Authority (SHK) that represents an approach, knowledge and use of various tools regarding interactions between people, technology and organizational factors. The HTO-perspective is well described in literature but there are few studies on how SHKs staff experiences working according to this method in their investigations. The aim of this study was therefore to describe their HTO-perspective, examine how it is used in the investigations at SHK and describe the investigators experience of working with the HTO-perspective as well as the method's usefulness compared to old methods in accident investigations. A literature study has been conducted in the areas of HTO, Theory of planned behavior (TPB) and safety culture. TPB and safety culture are described in this paper since they highlight the different aspects of a HTO-perspective. The hypothesis was answered by using semi-structured interviews. The interviews were analyzed by a content analysis and themes were identified. Furthermore the material from the interviews was subsequently structured through a Strength – Weakness – Opportunities – Threats analysis (SWOT), i.e. the informants' view on the HTO-perspective was structured based on the strengths, weaknesses, opportunities and threats SHKs staff experience that the method has in the investigative work. The informants consisted of two investigators at SHK who 3have worked with accident investigations for a long time in various roles. The results yielded that the investigators had a positive attitude towards conducting investigations according to the HTO-perspective because they feel that this perspective provides them with cross-competence. A flaw is though that the perspective lacks a structured approach. As a result of this, the investigators own experiences and expertise play a major role in the quality of the investigation. As the study's aim is met and the informants are considered to be experts the validity requirements are also fulfilled.

This study aims to analyze factors and individual characteristics that affect the outcomes:work-life balance, work engagement and sense of coherence for white-collar workers whenworking remotely. In today’s society where technology is constantly evolving, hybrid and remote work optionsare becoming more common. Research has shown that work-life balance, work engagement,and sense of coherence affect employee well-being and organizational performance. Theresearch on the extent to which remote work can contribute to sustainable work andemployee well-being is mixed, and most of the research on remote work has been conductedeither before or during the COVID-19 pandemic. Further post-pandemic research cancontribute to more sustainable work and society as a whole. To analyze what factors affect the outcomes in a remote work setting, a mixed-methodapproach was used to gain a comprehensive understanding, including a quantitative and aqualitative study. The quantitative method included bivariate correlation tests, multiple linearregression and group difference testing on cross-sectional survey data collected from twolarge Swedish companies. The qualitative method included six interviews with experiencedwhite-collar workers, which helped us interpret the findings and gain a more in depthunderstanding of quantitative results. To analyze the study findings the theoretical model ofhuman, technology, and organization (HTO) was applied. The quantitative study showed that social support from superiors, remote leadership quality,functionality of digital management systems and digital learning climate were identified asfactors that were associated with work-life balance, work engagement and sense ofcoherence. However, digital resources and social support from superiors were found to beinfluencing work engagement and sense of coherence to a greater extent. For work-lifebalance, social support from superiors and remote leadership quality was found to besignificant. The qualitative study showed that the interviewees' perception of work-lifebalance, work engagement, and sense of coherence was affected by flexible workingarrangements, functionality and use of digital tools, social interaction, collaboration,communication, inspirational relationships at the workplace, supportive colleagues, andsupportive and responsive superiors. Better understanding of what factors affect employees'personal and working life when working remotely can help organizations to promoteoccupational well-being and performance, which can contribute to more sustainable work. / Denna studie syftar till att analysera faktorer och individuella egenskaper som påverkarutfallen: balans mellan arbete och privatliv, arbetsengagemang och känsla av sammanhangför tjänstemän som arbetar på distans. I dagens samhälle där tekniken ständigt utvecklas, blir hybrid- och distansarbeten alltvanligare. Forskning har visat att balans mellan arbete och privatliv, arbetsengagemang ochkänsla av sammanhang påverkar medarbetarnas välbefinnande och organisatorisk prestation.Forskningen om i vilken utsträckning distansarbete kan bidra till hållbart arbete ochmedarbetarnas välbefinnande är blandad, och det mesta av forskningen om distansarbete harbedrivits antingen före eller under COVID-19-pandemin. Ytterligare postpandemiskforskning kan bidra till ett mer hållbart arbete och samhället. För att analysera vilka faktorer som påverkar utfallen i distansarbete användes en blandadmetod för att få en övergripande förståelse, inklusive en kvantitativ och en kvalitativ studie.Den kvantitativa metoden inkluderade bivariata korrelationstester, multipel linjär regressionoch tester av gruppskillnader. Tvärsnittsdata samlades in från två stora svenska företaggenom en enkät. Den kvalitativa metoden inkluderade sex intervjuer med erfarna tjänstemänoch hjälpte oss att tolka utfall och få en mer djupgående förståelse av kvantitativatestresultat. För att analysera studiens resultat användes den teoretiska modellen förmänniska, teknologi och organisation (MTO). Den kvantitativa studien visade att socialt stöd från överordnade, ledarskapskvalitet pådistans, funktionalitet av digitala ledningssystem och digitalt lärandeklimat identifieradessom faktorer som korrelerade med utfallen. Digitala resurser och socialt stöd frånöverordnade visade sig dock ha en större förknippning med faktorerna som påverkararbetsengagemang och känsla av sammanhang. För balans mellan arbete och privatliv varsocialt stöd från överordnade och ledarskapskvalitet på distans betydande. Den kvalitativastudien visade att intervjupersonernas uppfattning om balans mellan arbete och privatliv,arbetsengagemang och känsla av sammanhang påverkades av flexibla arbetsarrangemang,funktionalitet och användning av digitala verktyg, social interaktion, samarbete,kommunikation, inspirerande relationer på arbetsplatsen, stödjande kollegor, samt stödjandeoch lyhörda överordnade. Bättre förståelse för vilka faktorer som påverkar anställdaspersonliga liv och arbetsliv när de arbetar på distans kan hjälpa organisationer att främjayrkesmässigt välbefinnande och prestation, vilket kan bidra till ett mer hållbart arbete.