Orättvist flexibelt? En studie om hybridarbetets betydelse för rättvisa och välmående inom en organisation

Abstract

The purpose of this study is to explore how hybrid work affects the experience of organizational justice and psychological well-being within an organization where working conditions differ between professional groups. Using a combination of semi-structured interviews and a quantitative survey, the study offers a nuanced understanding of how various work arrangements are perceived and interpreted by employees. The findings show that justice is not primarily about having equal conditions, but rather about how these conditions are understood and communicated within the organization. Many employees accept differences in work arrangements when they are perceived as logically justified and clearly communicated. However, when these differences lack explanation or are associated with injustices, frustration can arise even if employees understand the reasons behind them. The study also shows that psychological well-being is influenced not only by the level of flexibility but also by how hybrid work is managed by leadership. Many employees working in hybrid settings report an increased internal pressure to constantly perform and be available, which can lead to stress. On-site workers, in contrast, describe a sense of structure and stability, but also a lack of flexibility. This study contributes to a deeper understanding of how justice and well-being are shaped through the interplay between work form, leadership, and organizational culture.