Young employee’s characteristics.

BackgroundDuring 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 methodsA 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.ResultsThe 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.ConclusionThe 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.背景 新冠疫情（COVID-19 pandemic）大流行期间，即便在未实施全面封控的瑞典，职场工作状态也发生了诸多变化。 本研究旨在探究：新冠疫情大流行被认为对患有慢性肌肉骨骼疾病（CMD）的年轻员工留存或重返职场的阻碍性与促进性因素产生了何种影响，本次调研将从年轻员工与管理者双视角展开。 材料与方法 本研究采用质性研究设计，对23名管理者与25名年龄介于20至29岁的年轻员工开展半结构化访谈。访谈全程录音并逐字转录，随后采用常规内容分析法，对访谈中与本研究主旨相关的内容进行分析。 结果 阻碍性因素包括工作环境变更、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、生活与工作平衡度提升，以及运转顺畅的工作流程。对于管理者而言，需敏锐捕捉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机制，同时为员工留出恢复休整的空间。 结论 阻碍性与促进性因素可被视为同一枚硬币的两面。疫情期间职场环境的变化，当双方的回旋余地不足时，会给年轻员工与管理者均带来困境。