Manager’s characteristics.

Background
During the COVID-19 pandemic, changes in working life occurred, even in Sweden, where there was no general lockdown. The aim of this study was to examine how the COVID-19 pandemic was perceived as affecting the hindering and enabling factors among young employees with CMD to remain at or return to work, here as investigated from the perspective of young employees and managers.
Material and methods
A qualitative design was applied with semistructured interviews with 23 managers and 25 young employees (20–29 years old). The interviews were recorded and transcribed verbatim, and the parts of the interviews related to the aim of this article were analysed using conventional content analysis.
Results
The hindering factors were changed working conditions, decreased well-being when spending more time at home, and uncertainty. The enabling factors were decreased demands, increased balance, and well-functioning work processes. For managers it is important to be aware of warning signals indicating blurred boundaries between work and private life, to create and maintain well-functioning communication, and leave room for recovery.
Conclusion
The hindering and enabling factors can be described as two sides of the same coin. Changes in the working conditions during the pandemic led to difficulties for both young employees and managers when the margins of maneuver were insufficient.

研究背景
在新型冠状病毒病（COVID-19）大流行期间，职场生态发生了诸多变化，即便是未推行全面封控措施的瑞典也不例外。本研究旨在从年轻雇员与管理者的双重视角，探究COVID-19大流行对罹患慢性肌肉骨骼疾病（CMD）的年轻雇员留存于职场或重返职场的阻碍因素与促进因素的影响。
材料与方法
本研究采用质性研究设计，对23名管理者及25名年龄在20至29岁之间的年轻雇员开展半结构化访谈。访谈全程录音并进行逐字转录，随后采用常规内容分析法，对访谈中与本研究目标相关的内容展开分析。
研究结果
阻碍性因素包括职场环境改变、居家时长增加引发的幸福感下降以及不确定性；促进性因素则涵盖工作要求降低、工作与生活平衡感提升以及运转良好的工作流程。对于管理者而言，需敏锐察觉工作与私人生活边界模糊的预警信号，建立并维持高效顺畅的沟通渠道，并为员工留出恢复休整的空间。
研究结论
阻碍性因素与促进性因素实为一体两面。当职场调整的回旋空间不足时，大流行期间的职场环境变化会给年轻雇员与管理者均带来困境。