Remote working: unprecedented increase and a developing research agenda

Employer representatives' experiences of supporting employees with cognitive impairments in a digital work environment

BACKGROUND

Digital work poses cognitive demands on all employees, but the impact is greater for employees with cognitive impairments. Digitalization also has significant implications for employer representatives as they are responsible for the work environment. However, knowledge is scarce concerning employer representatives' perspectives on identifying needs and support for employees with cognitive impairments working in a digital work environment.

OBJECTIVE

To describe employer representatives' experiences of work environment management with focus on employees with cognitive impairments working in a digital environment.

METHODS

Focus group methodology was used. Six employer representatives with work environment responsibilities participated.

RESULTS

One overall theme "Mastering the interconnected processes in a transformative digital work environment" as well as three themes "Facilitating good digital work conditions", "Identifying needs and difficulties in work tasks among employees' with cognitive impairments" and "Pursuing knowledge and collaborations to support employees with cognitive impairments" with subthemes were identified. The themes describe employer representatives' challenges and efforts to identify fluctuating needs in employees with cognitive impairments and, also, to organize and reduce cognitive demands in the work environment to support them.

CONCLUSIONS

Managing the challenges of an evolving digital work environment and matching individual work ability of employees with cognitive impairments in relation to cognitive demands is an ongoing process. The participants valued cooperation with employees with cognitive impairments but lacked support from expertise. The need to develop and implement a functioning support system for vocational rehabilitation to ensure a sustainable work in digital work environments is indicated.

Bridging distance through zooming? The use of virtual assignments in multinational corporations

Purpose

Virtual assignments, in which the virtual assignees do not relocate to host locations, but work remotely, have several advantages compared to traditional international assignments, such as enhanced flexibility, cost-efficiency and the possibility that virtual assignees can stay in their home communities. However, it is open to question whether virtual assignments are as effective as traditional assignments. The purpose of this study is to compare the ability of virtual vs traditional assignees to bridge the distance between headquarters and subsidiaries.

Design/methodology/approach

Based on a survey among virtual and traditional assignees, the ability to bridge multiple facets of distance is examined.

Findings

The results indicate that virtual and traditional assignees have similar abilities to bridge geographic, cultural, functional and language distance. However, traditional assignees have a higher ability to bridge emotional and temporal distance.

Originality/value

By applying the distance framework to virtual assignments, a new theoretical perspective is introduced and the importance of clearly disentangling distance-bridging abilities is highlighted. One practical recommendation is that, due to lower costs and reduced coordination efforts required for virtual assignments, this assignment type is preferable if the cultural, language, functional and geographic distances are the most problematic ones during international assignments.

Online support groups for carers of people living with dementia: An investigation of videoconferencing support groups in lockdown

BACKGROUND

This study aimed to explore the experiences of carers of people living with dementia who participated in videoconferencing support groups during the COVID-19 pandemic to investigate their preferences and experiences with online, hybrid, and face-to-face support.

METHODS

This convergent mixed methods design study utilised an online questionnaire and semi-structured interviews. Interviews took place over videoconferencing software and were analysed through thematic analysis. Participants were recruited from support groups based in the UK and Ireland.

RESULTS

39 carers of people living with dementia completed the questionnaire and 16 carers participated in interviews. Participants found videoconferencing support groups more convenient, but face-to-face groups more enjoyable. Participants who had found it difficult to access face-to-face groups prior to COVID-19 expressed more positive perceptions of videoconference-based groups. Many felt that hybrid groups would make it easier for more people to attend. However, some carers described lacking the resources and technological skills to participate in online support groups effectively. Some suggested making IT training available may improve the capacity of carers to access support online.

CONCLUSION

Videoconferencing support groups can be an appropriate way of supporting carers of people with dementia, especially for those who do not have access to face-to-face support groups. However, face-to-face support remains important to carers and should be made available when it can be implemented safely. Hybrid support groups could allow for increased accessibility while still providing the option of face-to-face contact for those who prefer it or are not adept with technology.

The Value of Netnography for Research in HRD

This paper argues for recognition of Netnography as a necessary methodological innovation for HRD research, enabling the field to address emerging research questions and contribute to theory building at the intersection of technology, work and social life. The paper defines ‘netnography’ and introduces its key methodological underpinnings; illustrates its application and procedures; and considers its benefit to HRD research. We identify three opportunities where Netnography can deliver important advances to HRD theory and practice: investigating hard-to-access online work contexts, such as gig work and other forms of precarious working; exploring marginalised, ‘hidden’, or under-researched voices in online spaces; and extending knowledge of learning in hybrid work environments where physical and digital dimensions are intertwined. We conclude with a call to action by HRD scholars to take forward, and further develop, the Netnographic methodology to contribute to new and inclusive theorizing as a basis for advancements in HRD scholarship and practice.