DET OSYNLIGA LEDARSKAPET : EN KVALITATIV STUDIE OM SOCIAL ARBETSMILJÖ OCH KÖNADE FÖRVÄNTNINGAR

Sammanfattning

This qualitative study focuses on how female middle managers in the private sector experience working with the social work environment, with particular emphasis on social relationships. It also examines whether female middle managers perceive differences in the expectations placed on male and female middle managers from a gender perspective. The aim is to develop a deeper understanding of how social and organizational conditions influence the working conditions of female middle managers, with specific attention to their responsibility for the social work environment and the relational aspects of managerial work. The study is based on semi-structured interviews and adopts an abductive approach. The findings were analyzed using the Demand–Control–Support Model developed by Karasek and Theorell, together with two gender-theoretical perspectives: Role Congruity Theory and Hirdman’s Gender System Theory. The findings indicate that female middle managers operate within a complex work context characterized by the coexistence of relational, emotional, and organizational demands. The management of the social work environment emerged as a central component of the managerial role; however, it risks being deprioritized when organizational goals are predominantly oriented toward efficiency, measurable outcomes, and performance. Furthermore, the findings demonstrate that control within the managerial role extends beyond formal managerial authority and may also be influenced by ambiguous expectations, organizational conditions, and the opportunities available to influence work processes and working conditions. Social support emerged as a crucial resource, although its availability varied across organizations, and participants frequently reported that it was not always sufficient. The results also clearly indicate that female middle managers often perceive themselves as being expected to assume greater responsibility for the emotional aspects of work compared to their male counterparts. These gendered expectations contribute to increased workload and a heightened risk of overwork. Consequently, the study highlights how the interplay between varying levels of job control, social support, high work demands, and gendered expectations shapes the working conditions of female middle managers, as well as their opportunities to manage the social work environment and workplace relationships in a sustainable manner.