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Ng MA, Naranjo A, Schlotzhauer AE, Shoss MK, Kartvelishvili N, Bartek M, Ingraham K, Rodriguez A, Schneider SK, Silverlieb-Seltzer L, Silva C. Has the COVID-19 Pandemic Accelerated the Future of Work or Changed Its Course? Implications for Research and Practice. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:10199. [PMID: 34639499 PMCID: PMC8508142 DOI: 10.3390/ijerph181910199] [Citation(s) in RCA: 18] [Impact Index Per Article: 6.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 08/31/2021] [Revised: 09/23/2021] [Accepted: 09/24/2021] [Indexed: 01/16/2023]
Abstract
The COVID-19 pandemic is a unique transboundary crisis which has disrupted people's way of life more dramatically than any event in generations. Given the ambiguity surrounding the end of the COVID-19 pandemic and its enduring negative effects, it is important to understand how this has affected important future of work trends. The aim of the current paper is to assess the impact of the COVID-19 pandemic on commonly discussed future of work trends relevant to occupational safety and health priority areas. These topics include work arrangements, compensation and benefits, and the organization of work. For each topic, we assess trends leading up to the COVID-19 pandemic, discuss the impact of the pandemic on these trends, and conclude with implications for research and practice. Overall, the pandemic appears to have both accelerated and disrupted various trends associated with future of work topic areas. These effects are discussed in terms of implications for both policymakers and organizations.
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Affiliation(s)
- Matthew A. Ng
- Psychology Department, University of Central Florida, Orlando, FL 32816, USA; (A.N.); (A.E.S.); (M.K.S.); (N.K.); (M.B.); (K.I.); (A.R.); (S.K.S.); (L.S.-S.); (C.S.)
| | - Anthony Naranjo
- Psychology Department, University of Central Florida, Orlando, FL 32816, USA; (A.N.); (A.E.S.); (M.K.S.); (N.K.); (M.B.); (K.I.); (A.R.); (S.K.S.); (L.S.-S.); (C.S.)
| | - Ann E. Schlotzhauer
- Psychology Department, University of Central Florida, Orlando, FL 32816, USA; (A.N.); (A.E.S.); (M.K.S.); (N.K.); (M.B.); (K.I.); (A.R.); (S.K.S.); (L.S.-S.); (C.S.)
| | - Mindy K. Shoss
- Psychology Department, University of Central Florida, Orlando, FL 32816, USA; (A.N.); (A.E.S.); (M.K.S.); (N.K.); (M.B.); (K.I.); (A.R.); (S.K.S.); (L.S.-S.); (C.S.)
- Peter Faber Business School, Australian Catholic University, Melbourne 3065, Australia
| | - Nika Kartvelishvili
- Psychology Department, University of Central Florida, Orlando, FL 32816, USA; (A.N.); (A.E.S.); (M.K.S.); (N.K.); (M.B.); (K.I.); (A.R.); (S.K.S.); (L.S.-S.); (C.S.)
| | - Matthew Bartek
- Psychology Department, University of Central Florida, Orlando, FL 32816, USA; (A.N.); (A.E.S.); (M.K.S.); (N.K.); (M.B.); (K.I.); (A.R.); (S.K.S.); (L.S.-S.); (C.S.)
| | - Kenneth Ingraham
- Psychology Department, University of Central Florida, Orlando, FL 32816, USA; (A.N.); (A.E.S.); (M.K.S.); (N.K.); (M.B.); (K.I.); (A.R.); (S.K.S.); (L.S.-S.); (C.S.)
| | - Alexis Rodriguez
- Psychology Department, University of Central Florida, Orlando, FL 32816, USA; (A.N.); (A.E.S.); (M.K.S.); (N.K.); (M.B.); (K.I.); (A.R.); (S.K.S.); (L.S.-S.); (C.S.)
| | - Sara Kira Schneider
- Psychology Department, University of Central Florida, Orlando, FL 32816, USA; (A.N.); (A.E.S.); (M.K.S.); (N.K.); (M.B.); (K.I.); (A.R.); (S.K.S.); (L.S.-S.); (C.S.)
| | - Lauren Silverlieb-Seltzer
- Psychology Department, University of Central Florida, Orlando, FL 32816, USA; (A.N.); (A.E.S.); (M.K.S.); (N.K.); (M.B.); (K.I.); (A.R.); (S.K.S.); (L.S.-S.); (C.S.)
| | - Carolina Silva
- Psychology Department, University of Central Florida, Orlando, FL 32816, USA; (A.N.); (A.E.S.); (M.K.S.); (N.K.); (M.B.); (K.I.); (A.R.); (S.K.S.); (L.S.-S.); (C.S.)
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Pitt-Catsouphes M, James JB, McNamara T, Cahill K. Relationships between Managers Who are Innovators/Early Adopters of Flexible Work Options and Team Performance. JOURNAL OF CHANGE MANAGEMENT 2015. [DOI: 10.1080/14697017.2015.1035665] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
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Abstract
Self-scheduling programs are an increasingly popular strategy utilized by employers to address the individual and organizational challenges resulting from employee work-life imbalance among the nursing workforce. Certain key components will ensure buy-in and support from staff when self-scheduling programs are developed.
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Dwyer T, Jamieson L, Moxham L, Austen D, Smith K. Evaluation of the 12-hour shift trial in a regional intensive care unit. J Nurs Manag 2007; 15:711-20. [PMID: 17897148 DOI: 10.1111/j.1365-2934.2006.00737.x] [Citation(s) in RCA: 30] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
INTRODUCTION Given the shortage of critical care nurses, emphasis has been placed upon improving their working lives through the implementation of flexible work hours. METHOD This descriptive exploratory study evaluated the effects of the implementation of the 12-hour roster in a regional intensive care unit (ICU). Staff (n = 19) completed a survey 12 weeks following the implementation of the 12-hour roster. RESULTS The study demonstrated widespread acceptance (92%) positive impact on physical and psychological well-being and increased work satisfaction (58%) for the nursing participants. Similarly, nurses working both the 8- and 12-hour rosters (75%), the doctors and allied health care workers all identified increased continuity of patient care as an outcome of the 12-hour shift. Participants strongly agreed that 12-hour rostering was a good recruitment (67%) and retention (75%) strategy. CONCLUSION In an environment with considerable shortages of experienced critical care nurses, the use of flexible shift patterns such as the 12-hour roster was a positive recruitment and recruitment strategy.
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Affiliation(s)
- Trudy Dwyer
- Nursing and Health Studies, Central Queensland University and Intensive Care Unit, Rockhampton Hospital, Rockhampton, Australia.
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