<p>Working conditions are increasingly unpredictable, complex, and ungovernable creating severe health risks for employees and negative economic consequences for both corporations and society. Considering the growth in understanding human psychology and sociology, and the progression in measuring working conditions and health, this phenomenon is most perplexing. The enigma has yielded interest in a field known as sustainable work systems, where the challenge is to organize work in a manner that is both beneficial for the business and for its employees.</p><p>In an attempt to shed light on the growing issue, this dissertation outlines the features of a model intended to capture conditions of organization where learning is of paramount importance, and where organization is conceptualised using interaction as the foundation. One central question concerns which forms of interactions and co-operations replace traditional structures in organizations. Another relevant question, linked to the former, concerns the way in which these structures shape conditions of organization, learning, efficiency, and effectiveness.</p><p>A combination of research methods has been employed to provide an enhanced picture of this inquiry. Four corporate sub-units have been subject to a cross-sectional study. These sub-units were chosen by middle managers of a corporation because they excelled in an organizational reform that was initiated two years prior. During 2004, a survey was constructed and distributed to all employees in these four sub-units. Data regarding the sub-units’ efficiency and effectiveness has been collected; and, interviews with managers leading the organizational change have been conducted.</p><p>The two papers included in this thesis disclose four distinctly different approaches to organizational design. All four sub-units have separate conceptions of function and organization, although the guiding principles prescribed by top-management were identical for each of the four first-line managers who were leading the change. Three of the four sub-units have made more pervasive change efforts, and have a higher degree of learning and development, efficiency and effectiveness.</p><p>The results of this thesis suggest that interaction serves as a vehicle for shaping organizational conditions and outcomes. As a consequence of the chosen design, interaction varied between sub-units, thus influencing conditions of organization, learning, efficiency and effectiveness.</p> / QC 20100616

Bakgrund och problem: Offentlig förvaltning- och upphandling omsätter årligen omfattande summor i Sverige. Totalt spenderas kring 634 miljarder per år av svenska kommuner på inköp och upphandlingar som främst regleras av EU-direktiv och LOU. Långsiktig hållbarhet är någonting som ligger i tiden och Växjö kommuns marknadsföring med slogan ” Europas grönaste stad” kräver att kommunen har ett genomgående hållbarhetstänk i sin verksamhet. Offentlig upphandling är ett av de viktigaste styrmedlen för att uppnå samhällhällspolitiska mål. För att kunna uppfylla detta är det essentiellt att ställa rimliga och hållbara krav i upphandlingsprocessen. Vad som är det är inte alltid glasklart och ofta lättare sagt än gjort. Hur nyttjar Växjö kommun den offentliga upphandlingsprocessen för att få upprätthålla en social, miljömässig och ekonomisk långsiktig hållbarhet? Syfte: Syftet med denna studie är att komma med förslag som utvecklar och förbättrar Växjö kommuns hållbarhetsarbete i upphandlingsprocessen, med utgångspunkt i teori kring hållbart inköp. Metod: Studien tillämpar ett positivistiskt vetenskapligt synsätt med deduktion som angreppssätt. Djupare förståelse för inköp och hållbarhet var två av målsättningarna med studien varpå den är att betrakta som av mer kvalitativ karaktär. Detta har genomförts genom en fallstudie och diverse intervjuer. Slutsats: Växjö kommun bedriver ett gediget och kontinuerligt hållbarhetsarbete i sin upphandlingsprocess och värnar om att behålla positionen som ”Europas grönaste stad”. Detta arbete fungerar i stora drag väl, författarna har dock identifierat diverse problem i upphandlingsprocessens olika steg. Dessa problem innefattar bland annat bristfällig uppföljning, otydlig ansvarsfördelning samt tidsbrist. / Background and problem: Public management- and procurement in Sweden every years converts substantial amount of money. Every year a total spend of 634 billion SEK is being used by Swedish municipalities on public procurement which is mostly regulated by EU-directives and the LOU. Long-term sustainability is really something up-to-date and Växjös marketing with their slogan “Greenest city of Europe” really demand that the municipality has a thoroughgoing sustainability thinking in their activities. Public procurement is one of the most vital instrument to achieve sociopolitical goals. To be able to achieve this it is essential to create reasonable and sustainable demands in the public procurement process. What this involve is not always crystal clear and easier said than done. How does Växjö municipality utilize th e public procurement process to maintain a social, environmental and economic long-term sustainability? Purpose: The purpose with this study is to come up with suggestions on how to develop and improve Växjö municipality sustainable work in the public procurement process, with the vantage point in theory about sustainable procurement. Method: This study practice a positivistic scientific approach with deduction as a methodic approach. Deeper understanding regarding procurement and sustainability were two of the main ambitions with this study upon which it is to review as of qualitative character. This has accomplished by a case study and various interviews. Conclusion: Växjö municipality conducts a solidly and continuously sustainable work in their public procurement process and are urgent to defend their position as “Greenest city of Europe”. This work function well broadly, the authors have however identified some problems in the different steps of the public procurement process. These problems consist of inadequate follow up, unclear division of responsibilities and lack of time.

Working conditions are increasingly unpredictable, complex, and ungovernable creating severe health risks for employees and negative economic consequences for both corporations and society. Considering the growth in understanding human psychology and sociology, and the progression in measuring working conditions and health, this phenomenon is most perplexing. The enigma has yielded interest in a field known as sustainable work systems, where the challenge is to organize work in a manner that is both beneficial for the business and for its employees. In an attempt to shed light on the growing issue, this dissertation outlines the features of a model intended to capture conditions of organization where learning is of paramount importance, and where organization is conceptualised using interaction as the foundation. One central question concerns which forms of interactions and co-operations replace traditional structures in organizations. Another relevant question, linked to the former, concerns the way in which these structures shape conditions of organization, learning, efficiency, and effectiveness. A combination of research methods has been employed to provide an enhanced picture of this inquiry. Four corporate sub-units have been subject to a cross-sectional study. These sub-units were chosen by middle managers of a corporation because they excelled in an organizational reform that was initiated two years prior. During 2004, a survey was constructed and distributed to all employees in these four sub-units. Data regarding the sub-units’ efficiency and effectiveness has been collected; and, interviews with managers leading the organizational change have been conducted. The two papers included in this thesis disclose four distinctly different approaches to organizational design. All four sub-units have separate conceptions of function and organization, although the guiding principles prescribed by top-management were identical for each of the four first-line managers who were leading the change. Three of the four sub-units have made more pervasive change efforts, and have a higher degree of learning and development, efficiency and effectiveness. The results of this thesis suggest that interaction serves as a vehicle for shaping organizational conditions and outcomes. As a consequence of the chosen design, interaction varied between sub-units, thus influencing conditions of organization, learning, efficiency and effectiveness. / QC 20100616

Working as first line manager in elderly care means to meet business needs and at the same time relate to the political guidelines and decisions available. In order to perform their daily work and at the same time feel good working conditions requires that managers are given the right conditions. The purpose of this study is to increase the understanding of how the first line management in elderly care experience their work situation and the conditions they receive from the organization's management to perform their daily work. The aim is also to study what the first line managers believe are the most important prerequisites for achieving a sustainable work. The study is based on qualitative semi-structured interviews performed with seven first line managers in municipal elderly care. The collected material is analyzed from Granheim and Lundmans (2012) qualitative content analysis. The result shows that the economic conditions that managers have available in their operations is scarce and it is a challenge for managers to find enough time to their daily work, partly because all the administrative work is burdensome. Anyway, it shows that the managers who have learned to prioritize their time and have a long working experience, they can more easily manage their work situation. It appears that the most essential conditions that all managers feel that they receive from the organizations management is good management support and good educational opportunities. The result also shows that good management support is seen by all managers as one of the most important conditions to be able to create a sustainable work. The study do not differ in any significant way to the earlier research available in the field, and we can with our study further strengthen the organizations management needs to get a better insight in elderly operations and work to improve first line managers work situation and their prospects. / Att arbeta som första linjechef inom äldreomsorgen innebär att tillgodose verksamhetens behov och samtidigt förhålla sig till de poliska riktlinjer och beslut som finns. För att kunna utföra sitt dagliga arbete och samtidigt känna goda arbetsförhållanden krävs det att linjecheferna ges rätt förutsättningar. Syftet med denna studie är att öka förståelsen för hur första linjechefer inom äldreomsorgen upplever sin arbetssituation och de förutsättningar de får ifrån organisationens ledning för att kunna utföra sitt dagliga arbete. Syftet är även att studera vad första linjecheferna anser är de viktigaste förutsättningarna för att uppnå ett hållbart arbete. Studien är baserad på kvalitativa semistrukturerade intervjuer genomförda med sju första linjechefer inom den kommunala äldreomsorgen. Det insamlade materialet analyseras utifrån Graneheim och Lundman (2012) kvalitativa innehållsanalys. Resultatet visar att de ekonomiska förutsättningarna som linjecheferna har att tillgå i sin verksamhet är knappa och det är en utmaning för linjecheferna att få tiden att räcka till i det dagliga arbetet, vilket bland annat beror på att allt det administrativa arbetet är betungande. Däremot visar resultatet att de linjechefer som har lärt sig att prioritera sin tid och har en lång arbetslivserfarenhet upplever att de lättare kan hantera sin arbetssituation De mest centrala förutsättningarna som samtliga linjechefer upplever att de får ifrån organisationens ledning är ett gott chefsstöd och goda utbildningsmöjligheter. Resultatet visar också att ett gott chefsstöd ses av samtliga linjechefer som en av de viktigaste förutsättningarna till att kunna uppnå ett hållbart arbete. Resultatet skiljer sig inte från tidigare forskning som finns inom området. Studien stärker därmed att organisationens ledning behöver få en bättre inblick i äldreomsorgens verksamheter och arbeta för att förbättra första linjechefernas arbetssituation och deras förutsättningar.

The aim of this thesis is to empirically study challenges and opportunities in the operational work in contract-based R&amp;D alliances in order to increase the understanding of this type of work system and explore how these work systems could be sustainable. Based on the concept of sustainable work systems, this thesis addresses issues of how work in R&amp;D alliance should support both the competitiveness of the firm as well as regeneration of human resources. In the area of product development, the main drivers for creating alliances are often strategic and concern the globalization of today’s business environment. Issues such as increased cost-based competition, shorter product life cycles, and a greater need for flexibility to tackle technological or strategic shifts have all been argued to motivate companies to form R&amp;D alliances. No doubt adopting the firm’s development of new products to an R&amp;D alliance strategy has a substantial impact on the operational work. However, despite the vast research on why companies engage in R&amp;D alliances, the knowledge of operational work and how they are operationally managed is still limited. Several scholars have recently reported that failed operations may be one of the most important reasons for situations where R&amp;D alliances do not reach their goals. An empirical investigation covering 14 R&amp;D alliances has been conducted based on the Critical Incident Technique. The findings – supported by 158 critical incidents, which have been identified by operational leaders – reveal new knowledge about the R&amp;D alliance operational work with implications for both competitiveness and regeneration of human resources. A central contribution stems from the specific insights given to challenges and opportunities that operational leaders face in the R&amp;D alliance work, in five perspectives on the R&amp;D alliance process: Formation, Formal R&amp;D process, Informal relationships, Embeddedness, and Exit. Further examination of the critical incident data showed several implications for operational leaders with direct contributions to both product development and alliance theory. First, four critical roles for operational leaders in R&amp;D alliances have been suggested: Facilitating, Finishing, Ambassadoring, and Trustkeeping. Secondly, a framework of trust formation mechanisms has been applied and tested. This concluded that process-based, characteristic-based, and institutional-based mechanisms represent important aspects in alliance operation; the relevance of these trust formation mechanisms contributes both to the knowledge of micro-processes of trust formation and specific managerial abilities in R&amp;D alliances. Third, we examine the influence of two types of contextual risks that have been addressed in previous alliance research: relational and performance risks. The comparative analysis of a sub-sample of alliances shows that these risks influence the operational work in R&amp;D alliances for which operational leaders could be specifically trained and prepared. Lastly, a framework that addresses support from HRM in inter-organizational context has been developed and analyzed. This has indicated that HRM represents an important, although unexploited, resource when engaging in R&amp;D alliances. Furthermore, we have suggested a tentative framework for the R&amp;D alliance as a sustainable work system. The overall findings from this study have been synthesized from a sustainable work systems perspective, based on three organizational principles that have been drawn from practice-centered product innovation: broadened roles and responsibilities, work as a collaborative process, and decentralization of strategic information. A fourth principle has been incorporated as well: support systems for sustainable work. This concluded that, in order to be sustainable, companies that engage in R&amp;D alliances should carefully manage and reassess the consequences of these organizational principles in order to simultaneously support the goals that are involved in this type of work system: to simultaneously support innovation, inter-organizational relationships, and the regeneration of human resources. / <p>QC 20100813</p>

Bakgrunden till denna studie är den tilltagande svenska psykosociala ohälsan där stress är en huvudsaklig faktor. Stress förekommer när det finns en obalans mellan individers resurser samt upplevda krav. Vid hög arbetsbelastning kan socialt stöd vara avgörande för hur individer förmår att hantera kraven, tillgång till detta sociala stöd är dock ofta en bristvara. Forskning har tidigare fokuserat på undersökning samt förbättring av medarbetares arbetsmiljö, detta trots att just chefers välmående är centralt för att skapa välfungerande och hållbara arbetsplatser. En specifikt utsatt yrkesgrupp är enhetschefer inom äldreomsorgen och tidigare studier visar att majoriteten av dessa upplever negativa hälsoeffekter såsom hjärtklappning, sömnproblem samt högt blodtryck. Detta leder sammantaget fram till följande problemformulering: Hur kan enhetschefers upplevelse av socialt stöd förstås och hur inverkar detta på att upprätthålla ett hållbart arbetsliv? Syfte med föreliggande studie är att undersöka enhetschefers individuella upplevelse av arbetsrelaterat socialt stöd samt vilken inverkan det har på att upprätthålla ett hållbart arbetsliv. För att utreda detta har enhetschefers tillgång och behov av socialt stöd samt dess relation till kontrollspann att studeras. Föreliggande studie har en kvalitativ ansats och resultatet har samlats in genom tio semistrukturerade intervjuer med enhetschefer inom äldreomsorgen. Studiens empiri visar att respondenterna upplever en ansträngd arbetsbörda vilket leder till ett ytterligare behov av praktiskt socialt stöd. Gällande känslomässigt socialt stöd råder delade meningar då hälften av respondenterna inte ser sig ha något större behov av detta stöd. Vidare upplever respondenterna att den huvudsakliga faktorn till tidsbrist inte är relaterad till kontrollspannet, det vill säga antal medarbetare de ansvarar för. Faktorer som istället nämns som anledning till detta är ett splittrat verksamhetsområde, sidouppdrag samt arbetsgruppens självständighet. Studiens empiriska resultat visar att viktiga begrepp gällande socialt stöd och ett hållbart arbetsliv är närhet och tid. Socialt stöd krävs i närtid till upplevt behov och avstånd avgör vilka källor enhetscheferna vänder sig till för stöd. Studien slutsats visar att upplevelsen av socialt stöd är avgörande för att enhetschefer ska upprätthålla ett hållbart arbetsliv. Vidare är det vetskapen om att socialt stöd finns tillgängligt som är avgörande snarare än användning av det faktiska stödet. / The background to this study is the increase of psychosocial illness in Sweden, where stress is a major factor. Stress occurs when there is an imbalance between the individual's resources and perceived requirements. At high workloads, social support can be critical to how individuals handles the requirements, however access to this social support is often a shortcoming. Research has previously focused on analysis and improvement of subordinates working environment, despite the fact that the well-being of the managers is central to creating wellfunctioning and sustainable workplaces. A particular and exposed occupational group is head of elderly care unit's and previous studies show that the majority experience negative health effects such as palpitation, sleep problems and high blood pressure. This leads to the following problem that is set for the study: How can head of elderly care unit's experience of social support be understood and what is the effect on maintaining a sustainable working life? The purpose of this study is to examine head of elderly care unit's experience of work-related social support. To examine this, head of elderly care unit's access to and need for social support as well as the relationship with the span of control, will be studied. The present study has a qualitative approach and the results have been collected through ten semi-structured interviews with head of elderly care unit's. The empirical study shows that respondents are experiencing an strained workload which leads to an additional need for practical support. Regarding emotional support there are shared opinions, as half of respondents do not consider themselves in a greater need of this support. In addition, respondents find that a major factor in time shortage is not related to the span of control. Factors mentioned instead are a fragmented area of business, side assignments and the independence of the working group. The empirical study also shows that important concepts regarding social support and sustainable working life are physical closeness and time. Social support is required in the near future to perceived needs and distance determines what sources to address for support. The conclusion of the study shows that the experience of social support is critical for head of elderly care unit's to maintain a sustainable working life. Furthermore, knowing that the support is available is crucial rather than using the actual support.

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.

Bakgrund: Barnmorskor larmar världen över om en ohållbar och ansträngd arbetssituation. I Sverige är det brist på barnmorskor i 19 av 21 regioner. Forskning visar att arbetsmiljö och bristande bemanning är bidragande orsaker till att barnmorskor inte orkar arbeta kvar i förlossningsvården.  Motiv: Bemanningssituationen inom förlossningsvården har varit ett omdiskuterat ämne under lång tid. Barnmorskor uppskattar sitt yrke men arbetsvillkoren möter inte upp förväntningarna om ett hållbart yrkesliv.  Syfte: Syftet med denna studie var att belysa barnmorskors upplevelse av vad som bidrar till en hållbar arbetsplats inom svensk förlossningsvård.  Metod: En kvalitativ metod med åtta semistrukturerade intervjuer genomfördes. Materialet analyserades med tematisk analysmetod.   Resultat: Analysen resulterade i två huvudteman med tre respektive två underteman. Det första huvudtemat var ”Barnmorskeprofessionens Betydelse” med underteman ”Att trivas med sin yrkesroll som barnmorska” och “Att kollegor bidrar till teamkänsla och trygghet”. Det andra huvudtemat var ”Ledningens ansvar för en hållbar arbetsmiljö” med underteman ”Att chefer och organisation har ett stort ansvar för en hållbar arbetsmiljö”, ”Stabil bemanning gör skillnad i verksamheten” och ”vidareutveckling bidrar till en hållbar arbetsplats”.  Konklusion: Barnmorskor uppskattar sitt yrke och har en drivkraft att bidra till vidareutveckling vilket är gynnsamt både för verksamheten och för den enskilda barnmorskan. Om hållbara förutsättningar skulle finnas i verksamheten skulle barnmorskor stanna inom förlossningsvården i större omfattning än de gör idag. / Background: Midwives are raising the alarm worldwide about an unsustainable and strained work situation. In Sweden, there is a shortage of midwives in 19 out of 21 regions. Research shows that the work environment and lack of staffing are contributing factors to midwives not being able to continue working in delivery care.  Motive: The staffing situation in delivery care has been a topic of discussion for a long time. Midwives appreciate their profession, but the working conditions do not meet the expectations of a sustainable working life.  Aim: The aim of this study was to investigate midwives' experience of what contributes to a sustainable workplace within delivery care in Sweden.  Method: A qualitative method with eight semi-structured interviews was conducted. The material was analyzed using the thematic analysis method.  Result: The analysis resulted in two main themes with five sub-themes. The first main theme was "The Significance of the Midwifery Profession" with the subthemes "Enjoying your professional role as a midwife" and “Colleagues contribute to teamspirit and safety”. The second main theme was "Management's responsibility for a sustainable work environment" with sub-themes "That managers and organization have a great responsibility for a sustainable work environment", "A trustable staffing makes a difference for the workplace” and "Development contributes to a sustainable workplace".  Conclusion: Midwives appreciate their profession and want to contribute to the development of their workplace, which is beneficial both for the organization and for the midwife as an individual. Prerequisite to achieve sustainable working conditions is required to make midwives continue working in delivery care to a greater extent than they do today.

Hållbarhet är ett viktigt koncept i dagens samhälle där TBL teorin blivit allt mer använd av företag. TBL teorin är uppdelad i tre perspektiv, people, planet och profit. Digitaliseringen av revisionsbranschen har på senare tid genomgått stora förändringar. Informations och kommunikationsteknologier (IKT) är ett område inom digitalisering som används flitigt inom revision. Frågan om IKT påverkar revisorns hållbara arbete utifrån TBL teorin har vi inte funnit någon forskning om. För att undersöka syftet med studien har en kvantitativ ansats applicerats och data har samlats in via en webbaserad enkätundersökning vilket revisorer och revisorsassistenter på olika revisionsbyråer deltagit i. Enkätens frågor formulerades utifrån den beroende variabeln revisorns hållbara arbete och den oberoende variabeln IKT. Enkäten undersökte även fyra kontrollvariabler. Resultatet från studien visar på att IKT har en positiv påverkan på revisorns hållbara arbete. Inga kontrollvariabler påverkar sambandet mellan IKT och revisorns hållbara arbete. Dessutom anser revisorer att people, planet och profit är viktiga begrepp och arbetar mycket med samtliga. Profit anses dock vara viktigast och planet anses vara minst viktig. Tidsramen för att slutföra studien och revisorernas högsäsong har begränsat enkätens svarsfrekvens. Detta är något som framtida forskning bör ha i åtanke för att kunna undersöka ämnet ytterligare. / Sustainability is an important concept within today’s society whereas the TBL theory has become increasingly useful by companies. The TBL theory is divided into three perspectives which are people, planet and profit. Lately digitalization of the accounting profession has been through some big changes. Information and communication technologies (ICT) is a field within digitalization that is used diligently within audit. The question if ICT effects the auditors sustainable work using the TBL theory is something that we have not found any research about. To examine the purpose of the study a quantitative approach has been applicated and data has been collected using an online survey that auditors and auditor assistants on different firms has been a part of. The surveys questions were formulated from the dependent variable, the audits sustainable work and the independent variable, ICT. The survey also examined four control variables. The result from the study showed that ICT has a positive effect on the auditors´ sustainable work. Where no control variables effected the correlation between ICT and the auditors´ sustainable work. The auditors also consider people, planet and profit to be important concepts and works a lot with all of them. Profit, however, is considered the most important and planet is considered the least important. The time frame to finish the study and the peak season for auditors has limited the surveys response rate. This is something that future research should consider to be able to investigate the subject further.

Studiens syfte var att undersöka och få en fördjupad förståelse för kursdeltagares tankar och upplevelser av användandet av självmedkänsla på arbetsplatsen. Självmedkänsla är ett relativtnytt begrepp inom organisationer, bland medarbetare och ledare. Semistrukturerade intervjuer genomfördes med fem deltagare som gått en onlinebaserad kurs i Självmedkänsla på jobbet. Tematisk analys användes som metod för att analysera data och resulterade i 8 teman: Ett förhållningssätt, framför allt; Förutsättningar - möjligheter och hinder; Självmedkänsla är något annat- skiljer sig från andra metoder; Skapar och främjar balans; Bättre hälsa och glädje; Nya arbetssätt och bibehållen prestation; Synligt utövande? och Nytt i organisatorisk kontext. Resultatet visade att respondenterna sammantaget upplevde flertalet positiva resultat både psykiskt och fysiskt. Framför allt beskriver deltagarna att de utvecklat ett mer hjälpsamt förhållningssätt som bidrar till en större balans i arbetet och i livet. Det finns goda förutsättningar att använda förhållningssättet på egen hand på arbetet. Svårigheten är att använda förhållningsättet kontinuerligt när både ens egna inre krav och organisationens yttre krav upplevs fortsatt höga. Deltagarna upplever att självmedkänsla oftast bemöts med nyfikenhet och intresse. Vår studie visar på att introducera detta förhållningssätt kan bidra till ett mer hållbart arbetsliv. / The purpose of this study was to investigate and gain a deeper understanding of participantsthoughts and experience of using self-compassion in the workplace. Self-compassion is described as a new concept within organizations, among employees and leaders. Semistructured interviews were conducted with five participants who had taken an online course in Self-compassion at work. Thematic analysis was used as a method to analyse the data and resulted in 8 themes: An approach, above all; Prerequisites - Opportunities and obstacles; Self-compassion is something else - different from other methods; Creates and promotes balance; Better health and happiness; New ways of working and sustained performance; Visible practice? and New in an organizational context. The results indicated that the respondents overall experienced a majority of positive results, both psychologically and physically. Above all it is a helpful approach to use which contributes to a greater balance at work but also in life. They described good conditions for using self-compassion on their own at work. The difficulty lies in consistently applying the approach when both one´s own internal demands and the organization´s external demands continue to be high. The respondent’s experience is that Self-compassion is often met with curiosity and interest. Our study shows that introducing this approach can contribute to a more sustainable work life.