Organisationskultur i en hybrid arbetsmiljö : En kvalitativ studie om sociala relationer och kunskapsdelning

Sammanfattning

This study examines how hybrid work affects knowledge sharing and social relationships within organizations. In response to the increasing prevalence of flexible work arrangements, the study aims to contribute to a deeper understanding of how changing work structures influence key organizational processes. The research is based on a qualitative design, with empirical data collected through semi-structured interviews with six employees working in hybrid environments at Länsförsäkringar AB (LFAB). The theoretical framework draws on theories of organizational culture, knowledge sharing, and social identity, with a particular focus on the role of informal interactions and tacit knowledge. The findings indicate that hybrid work reduces spontaneous interactions, which limits the transfer of tacit knowledge and affects the development of trust and social relationships. At the same time, digital tools enable alternative forms of communication that partially compensate for these limitations. The study concludes that hybrid work does not simply weaken knowledge sharing and organizational culture, but rather restructures these processes. This highlights the importance for organizations to actively facilitate interaction, knowledge exchange, and trust-building in both physical and digital work environments. Keywords: hybrid work, organizational culture, knowledge sharing, social identity, tacit knowledge, qualitative case study