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Användning av allt mindre mobiler och mer lättflyttade datorer gör att gränsen mellan vårt hem och vårt arbete gradvis suddas ut. Användandet av digital teknik möjliggör för skolor att finnas på flera platser, en utveckling som tydliggjorts under pandemin. Sociala medier har för många skolanställda blivit en naturlig del både i det pedagogiska arbetet och i den dagliga kontakten med varandra, elever och vårdnadshavare. Hur skolan formeras i en digital verklighet är därför en nyckelfråga för framtiden. För att bidra till en bättre förståelse för digitaliseringens påverkan på arbetslivet och arbetsmiljön har vi genomfört ett forskningsprojekt med titel ”Ledarskap för ett hållbart digitalt arbetsliv: Teknikstrategier och arbetslivets gränser”. Projektet har finansierats av AFA Försäkring inom deras FoU-program “Digitaliseringens effekter på arbetsmiljön”. Projektets syfte har varit att analysera hur styrning och ledarskap kan utformas i skolan för att tillvarata nyttan hos sociala medier och samtidigt skapa en hållbar digital arbetsmiljö för medarbetare och chefer. Våra resultat bygger på ett omfattande empiriskt intervjumaterial, och ett mindre antal enkäter. Vi kan i våra resultat se att samtliga aktörer som är engagerade i skolan behöver diskutera hur man vill och bör använda sociala medier. I vissa fall kan det behövas en tydligare styrning, i andra fall kan det vara tillräckligt med en mjukare styrning med tydligt uttryckta förväntningar och levande diskussioner om hur man som lärare och skolledare ska förhålla sig till sociala medier. Sammantaget tecknas en bild där användandet av sociala medier inte bara suddar ut gränslinjerna mellan det privata och det offentliga, utan också utvidgar gränserna för den egna yrkesrollen. Berättelserna vi har fångat från olika aktörer visar på komplexiteten och svårigheten att styra sociala medier som befinner sig mellan privatlivet och arbetslivet. Vi måste da

What makes an academic? Is it their unyielding devotion to research and teaching, their tendency towards a hermitic existence? Or does it have more to do with their socioeconomic privilege and racial profile? Are academics today any different from what society has always known them to be? How homogenous is the group of academics? Historically, academia was populated by men from the upper classes, often somewhat similar to each other. Over time, structures and procedures were established to ensure both scientific quality and academic exclusion. This chapter deconstructs the myths surrounding academics and the lives they lead within academia. Through shards of broken mirrors is the reader encouraged to look at a group of misfits that are the odd one out in most academic contexts that defy common classifications. Misfits that would like to devote only 40 working hours to academia instead of their whole being. Misfits that use the “wrong” theoretical lenses, unpopular methods, or undesirable contexts. Misfits that don't fit in by matter of race, ethnicity, sex, or social economic class. Misfits that have found their misfitting family and hold on for dear life.

Ledarskap för en hållbar digital arbetsmiljö – Teknik-strategier och arbetslivets gränser

In a digitalized society our work environment is highly integrated with our home environment making work boundless both in terms of time and space. The digital work environment risks increased stress. Based on a case study in Swedish schools we investigate how teachers experience the use of social media for work-related purposes. We do so by using the Technology Affordance and Constraints Theory to capture the affordances as well as constraints of this use. Findings show that affordances of social media in schools were increased opportunities for learning, transparency and community building. Constraints were distractions from learning, increased isolation, stress and, above all, lack of guidance in how and when to use social media. We end the paper arguing that lack of policies and guidelines governing the use of social media at work is risking an increase in boundary blurring and potentially more stress.

For this study, we followed the director general (DG) of a large Swedish public authority on Twitter. We analyzed the data from Twitter and from interviews in terms of four affordances that distinguish social media from more traditional technologies: visibility, persistence, association and editability. We suggest that to understand social media affordances, it is necessary to consider the medium and the situation it creates and how this increases the range of possible interpretations. Therefore, we propose counterparts to the affordances of visibility, persistence, association and editability, in the form of invisibility, fluidity, dissociation and indeterminacy, to be included in an analysis of social media affordances and, as we argue, the creation of a persona through Twitter communication.

Entrepreneurship has been suggested as an alternative career model for women to gain economic empowerment while maintaining caring obligations. In this study, we investigate how gender and living situation affect entrepreneurs’ engagement in their business, home, well-being and business success in both France and Germany. Data from the European Social Survey were used, which included 470 French and 622 German self-employed people. For the French, women reported more working hours when living alone but there were no gender differences for the other living situations. For the Germans, there were no gender differences when the self-employed person lived alone; for the other living situations, men reported more working hours. Women reported working more household hours than men in both countries. There were no gender differences in life satisfaction for German self-employed people regardless of living situation; for the French, gender differences varied by living situation. Men reported more business success than women in both countries. Results suggest that self-employed people in Germany follow a traditional breadwinner model, whereas in France, self-employed women do more paid and unpaid work at the same time. In sum, entrepreneurship may only be empowering for self-employed women living alone.

Studies of work/life balance have focussed on offline settings, and even though technology is considered as a boundary-influencing feature, social media have not been the focus. Social technologies challenge the relationship between work and private life in new ways, due to their identified affordances: visibility, persistence, association and editability (Treem and Leonardi, 2012). In this paper, we present the results of a study of social media use (Facebook and Twitter) by employees of non-governmental organisations (NGOs), and show how, through their affordances, these technologies influence the relationship and boundaries between work and non-work, increasing visibility and reducing individual privacy. Consequently, we observe boundary work tactics that aim to protect private life from both public and professional scrutiny, in prohibitive, reactive or active ways. Our results call for organisations to develop explicit policies or guidelines for social media use, in both their own interests and those of their employees.

All kinds of new technologies have challenged people’s boundaries between work and private life throughout the last 35 years. Social media is no exception. Its ubiquitous nature is ratherexacerbating the struggle. Two factors contribute to a renegotiation of people’s boundaries in particular. Firstly, the boundaries between the organisation and the outside become increasingly more permeable. Changing economic circumstances have fundamentally altered how people are supposed to feel about their paid employment. Increasing economic pressure and the not so subtle expectations that one should be committed to and even love one’s work, encourages people to give more of themselves to their employer. The expectations placed on the individual are increasing which is partly expressed in demands for greater availability and more commitment. This includes and is partly expressed in bringing more of one’s identity to work, which helps to transcend the boundaries between the individual and the organisation. Secondly, social media is particularly conducive to renegotiation of boundaries because they are by nature a tool to create, shape, maintain and express one or multiple identities. With their specific affordances of visibility, persistence, association and editability, they do not just give room for a sophisticated expression of an individual’s identity(ies) but they also allow organisations to profit from that expression through association. This potential tight coupling between the individual and the organisation can of course backfire as the case of Justine Sacco’s Tweet gone wrong illustrates. In this particular example, Justine Sacco, former PR consultant, tweeted a racist Tweet (even though inadvertently) before getting on a plane to Africa and by the time she landed, she had lost her job over the Tweet. Overall though, organisations could gain significantly by encouraging/ letting their employees use their personal channels for different aspects of work. As with leaders

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All kinds of new technologies have challenged people’s boundaries between work and private life throughout the last 35 years. Social media is no exception. Its ubiquitous nature is ratherexacerbating the struggle. Two factors contribute to a renegotiation of people’s boundaries in particular. Firstly, the boundaries between the organisation and the outside become increasingly more permeable. Changing economic circumstances have fundamentally altered how people are supposed to feel about their paid employment. Increasing economic pressure and the not so subtle expectations that one should be committed to and even love one’s work, encourages people to give more of themselves to their employer. The expectations placed on the individual are increasing which is partly expressed in demands for greater availability and more commitment. This includes and is partly expressed in bringing more of one’s identity to work, which helps to transcend the boundaries between the individual and the organisation. Secondly, social media is particularly conducive to renegotiation of boundaries because they are by nature a tool to create, shape, maintain and express one or multiple identities. With their specific affordances of visibility, persistence, association and editability, they do not just give room for a sophisticated expression of an individual’s identity(ies) but they also allow organisations to profit from that expression through association. This potential tight coupling between the individual and the organisation can of course backfire as the case of Justine Sacco’s Tweet gone wrong illustrates. In this particular example, Justine Sacco, former PR consultant, tweeted a racist Tweet (even though inadvertently) before getting on a plane to Africa and by the time she landed, she had lost her job over the Tweet. Overall though, organisations could gain significantly by encouraging/ letting their employees use their personal channels for different aspects of work. As with leaders