Hybridarbete ur ett genusperspektiv: En studie om anställdas preferenser : En kvalitativ studie om genusrelaterade preferenser för hybridarbete inom ett konsultbolag

Sammanfattning

Hybrid work has become an increasingly popular form of work, particularly following the covid-19 pandemic, enabling greater flexibility in the organization. Hybrid work raises questions about how gendered power structures influence employees’ working conditions and preferences. The aim of this study is to identify and analyze the gender-related process that shape employees’ preferences for hybrid work. The study uses a qualitative approach grounded in critical realism and gets its empirical data from eight semi-structured interviews, with four male and four female respondents. The studies theoretical framework is grounded on gender frame theory, ideal worker norm and theories of gendered organizations. The results of the study show that hybrid work is perceived as a flexible arrangement that increases autonomy and allows employees to adapt their work after individual needs. However, the results have found that this flexibility is not gender neutral. Women have described more frequently how they use hybrid work to manage caregiving responsibilities and household tasks, whereas men tend to associate hybrid work with reduced commuting and the ability to work undisturbed. The results indicate that physical presence at the workplace is considered a show of commitment, availability and productivity. This suggests that the ideal worker norm remains active in shaping organizational expectations. Furthermore, the study reveals that organizational roles and career paths are gender-coded, technical roles are associated with men whereas administrative or coordinating roles are associated with women. These structures affect employees’ experiences of getting recognized and their career opportunities. The study also reveals that hybrid work affects social interactions, as the physical workplace is described as important for a sense of belonging, collaboration and well-being, whereas remote work risk leading to feelings of isolation.