Mid Sweden University

The way office workers work was greatly affected by the Covid-19 pandemic, when most office workers had to start working from home. Since the restrictions following the pandemic lifted people started going back to their offices, but for many the possibility to work from home remained. Hybrid work, when the office worker can alter between working in the office and from home, is now very common.

Earlier research has shown conflicting results whether office workers’ productivity is affected by working from home or not. Some studies shows that there is no difference in productivity outcomes between people who work from home compared to those who work in offices. Other studies suggest that productivity outcomes are higher among office workers working from home than the ones who only work at the office.

There is a trend among some employers wanting their staff to come back to work in offices full time again. With this study we search to investigate if this is conflicting with productivity output (and by extension economical goals) and if it is in the best interest of the office workers’ health.

This study has two aims:

1. To compare self-rated productivity between office workers who work a small amount of their working hours from home, office workers who work a medium amount of their working hours from home and office workers who work a large amount of their working hours from home.
2. To investigate if and how productivity and health related variables (such as stress/burnout) can be explained by work-life balance, emotional demands, proportion of hours working from home and aspects of the physical work environment (such as disturbing noise).

The study population is office workers who work in a municipality in northern Sweden. They have answered two different surveys, one was based on the COPSOQ III-survey with some additional questions and the other one compiled of questions about the physical work environment and work productivity. The later survey was originally designed and used in their research project in another municipality in northern Sweden. 

Activity-based workplaces have become increasingly prevalent in many organizations. However, research on their implementation regarding perceived productivity within the public sector remains limited. The study’s purpose was to examine differences in perceived productivity, and perceived physical and psychosocial work environment factors, among public sector office employees in activity-based workplaces, in association with the amount of perceived concentration-demanding work. The study was conducted by two surveys responded during the spring 2024 by 450 respectively 320 employees in one Swedish municipality. The results were analyzed by analysis of variance, correlation- and regression analysis. The results indicate that employees with a high amount of perceived concentration-demanding tasks reported lower perceived productivity and experienced poorer perceived physical and psychosocial working environment. Notably, regression analyses revealed that particularly lack of privacy and dissatisfaction with work premises were significantly associated with lower perceived productivity. These findings underscore the importance of considering work task requirements when implementing public sector activity-based workplaces to mitigate potential productivity losses. Further qualitative and quantitative research is needed, particularly those with a longitudinal design, to increase knowledge about how different concentration-demanding work tasks are affected by work in activity-based workplaces.

Background 

The Activity-Based Workplace (ABW) is an increasingly popular office design that aims to facilitate new ways of working. Research focusing on the effects of ABWs on various outcomes is growing but there is a lack of studies looking at how managers and employees perceive the transition to ABWs from a salutogenic health-promotion perspective. This study aims to explore how managers and employees experienced a transition period to ABWs through the lens of a sense of coherence. 

Methods A qualitative design was applied through semi-structured interviews with six managers and focus group interviews with nine employees working in the public sector in Sweden. A content analysis of the interviews was conducted using Aaron Antonovsky’s sense of coherence concept, with the three main aspects of comprehensibility, meaningfulness and manageability acting as a theoretical framework for the analysis. 

Results Six sub-categories within the three main SOC categories were identified in the material and considered important to the participants during their transition to the ABW. The sub-categories were divided into facilitating factors and barriers to obtaining a sense of coherence. The identified factors were: information and preparation, clear rules, adaptability, leadership, social relations and health and well-being. 

Conclusions The analysis showed that the managers and employees were exposed to factors which may have acted as both facilitators and barriers to a sense of coherence during the transition to the ABW. The analysis also indicated that it is important that the work environment be comprehensible, manageable and meaningful during this period. When implementing ABWs, consideration must be given to the facilitators and barriers identified in this study during the transition process.