This paper studies how the perceived work strain of first-line and middle managers affects their leadership towards their own employees. Further, it also examines how the availability of a manager can affect the perceived work strain, as a resource. The study answers the two following questions: “What experiences do first line and middle managers have of factors affecting their work strain and their leadership efficiency?” and “How do first line and middle managers balance demands, expectations, work strain and leadership?” This is a qualitative study based on the theoretical framework “Job-Demands-Resource model”. The data collected from five interviews were analyzed using thematic analysis methods. The findings of this study indicate that work strain can be a positive or negative thing, depending on the allocated resources at hand for the first line or middle managers. Having enough resources makes the high work strain translate to motivation and accomplishment, while high work strain without enough resources leads to a lack of motivation and accomplishment. The biggest effect the high work strain without resources has on leadership is that there is no time to be present with the employees, leading to a negative cycle.
| Identifer | oai:union.ndltd.org:UPSALLA1/oai:DiVA.org:umu-225300 |
| Date | January 2024 |
| Creators | Bruinewoud, Emma, Karlsson Alalahti, Johanna |
| Publisher | Umeå universitet, Sociologiska institutionen |
| Source Sets | DiVA Archive at Upsalla University |
| Language | Swedish |
| Detected Language | English |
| Type | Student thesis, info:eu-repo/semantics/bachelorThesis, text |
| Format | application/pdf |
| Rights | info:eu-repo/semantics/openAccess |
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