Researchers working from home: Benefits and challenges

The indirect impact of the technostress subfactors on the satisfaction and desire to work from home

Introduction

Organizational digitalization is a phenomenon that is becoming more widespread and holistic; that is responsible for more employees being affected by digital work and working from home. While introducing remote work offers numerous economic benefits for organizations, this transition must be aligned with employees' needs rather than in an authoritarian manner. Our research aimed to investigate how sub-factors of technostress, directly and indirectly, influence the satisfaction and desire to work from home.

Methods

We conducted a cross-sectional survey with a sample of 361 office workers with at least two years of experience who have spent some time working from home. We checked our hypotheses with a path model.

Results

Our research found that techno-insecurity and techno-complexity have a minimal direct influence on the desire to work from home. However, the desire to work from home significantly decreases through various mediation pathways via the status sub-factor (which can be seen as one of the latent benefits of remote work) and through satisfaction with working from home. Our model explains 33.7% of the variance in the desire to work from home.

Discussion

This suggests that leaders have a task of great significance: to decrease the technostress employees are exposed to and to draw the attention of researchers to the fact that technostress has more complex indirect effects than previously assumed.

How does day-to-day stress appraisal relate to coping among office workers in academia? An ecological momentary assessment study

Existing literature indicates that academic staff experience increasing levels of work stress. This study investigated associations between day-to-day threat and challenge appraisal and day-to-day problem-focused coping, emotion-focused coping, and seeking social support among academic office workers. This study is based on an Ecological Momentary Assessment (EMA) design with a 15-working day data collection period utilising our self-developed STRAW smartphone application. A total of 55 office workers from academic institutions in Belgium (n = 29) and Slovenia (n = 26) were included and 3665 item measurements were analysed. Participants were asked approximately every 90 min about their appraisal of stressful events (experienced during the working day) and their coping styles. For data analysis, we used an unstructured covariance matrix in our linear mixed models. Challenge appraisal predicted problem-focused coping and threat appraisal predicted emotion-focused coping. Our findings suggest an association between threat appraisal as well as challenge appraisal and seeking social support. Younger and female workers chose social support more often as a coping style. While working from home, participants were less likely to seek social support. The findings of our EMA study confirm previous research on the relationship between stress appraisal and coping with stress. Participants reported seeking social support less while working from home compared to working at the office, making the work location an aspect that deserves further research.

Managerial (dis)preferences towards employees working from home: Post-pandemic experimental evidence

Work from home (WFH) has been a part of the professional landscape for over two decades, yet it was the COVID-19 pandemic that has substantially increased its prevalence. The impact of WFH on careers is rather ambiguous, and a question remains open about how this effect is manifested in the current times considering the recent extensive and widespread use of WFH during the pandemic. To answer these questions, this article investigates whether managerial preferences for promotion, salary increase and training allowance depend on employee engagement in WFH. We take into account the employee's gender, parental status as well as the frequency of WFH. Furthermore, we examine whether managers' experience with WFH and its prevalence in the team moderate the effect of WFH on careers. An online survey experiment was run on a sample of over 1,000 managers from the United Kingdom. The experiment was conducted between July and December 2022. The findings indicate that employees who WFH are less likely to be considered for promotion, salary increase and training than on-site workers. The pay and promotion penalties for WFH are particularly true for men (both fathers and non-fathers) and childless women, but not mothers. We also find that employees operating in teams with a higher prevalence of WFH do not experience negative career effects when working from home. Additionally, the more WFH experience the manager has, the lesser the career penalty for engaging in this mode of working. Our study not only provides evidence on WFH and career outcomes in the post-pandemic context but also furthers previous understanding of how WFH impacts careers by showing its effect across different groups of employees, highlighting the importance of familiarisation and social acceptance of flexible working arrangements in their impact on career outcomes.

Person-organization fit and job burnout of researchers during the COVID-19 pandemic: Heterogeneity in eleven countries

To manage the negative impact of job burnout for the researchers, especially during COVID-19 pandemic, is not easy. Thus, it is essential for educational institutions to provide them with the support they need to improve the person-organization (P-O) fit. Drawing upon the data from the Nature's Global Survey initiated in 2021, this paper analyzed 2,424 effective samples from eleven countries in the world to investigate how P-O fit impacts researchers' job burnout in different countries and their career stages during the COVID-19 pandemic. The findings show that both organizational support and P-O fit have significantly assisted researchers in all career stages to reduce job burnout. Moreover, P-O fit has a greater inhibitory effect on job burnout than organizational support. However, when resources are relatively scarce in some developing countries, it is more important to provide organizational support for researchers. Therefore, in order to improve the efficiency of organizational support and reduce researchers' job burnout, those aspects which are less fit but helpful should be increased appropriately. Moreover, it implies that it would be significant to emphasize the differentiated and career-stage-sensitive resources and support to researchers in different countries in the post-pandemic era to improve researchers' well-being and organizational performance.

Etiology, consequences, and solutions of working women's work-life conflict: a qualitative study

INTRODUCTION

Work-life conflict (WLC) is important in organizational behavior research and human resource management. The present research aimed to investigate the underlying causes, consequences, and solutions to WLC in Iranian working women.

MATERIALS AND METHODS

The present qualitative study was conducted through a content analysis method among 19 working married women in Birjand, a city in the east of Iran, from December 2021 to February 2022. To collect the data, semi-structured interviews were held. The average interview time was 45 minutes, and all interviews were recorded upon the participants' consent. Finally, after coding, the information was analyzed with MAXQDA software.

FINDINGS

The causes of conflict included 4 main categories of individual, interpersonal, organizational, and cultural factors, with seven subcategories: the pressure of the mother's role at home, personality traits, lack of individual skills, insufficient support, work characteristics, organizational policies, and the traditional role of women in society. The consequences of conflict included 2 main categories, Decreasing quality of life and work problems with 4 subcategories: physical and mental illnesses, forgetting one's role towards others, limiting social communication, and reducing productivity. Conflict resolution methods included 3 main classes of individual-oriented, other-oriented, and organization-oriented with 8 subclasses: program-oriented, meaning-oriented, emotion-oriented, avoidance, emotional support, instrumental and work support, support work policies, and correct management views.

CONCLUSION

To solve the problem of conflict, different aspects should be considered and help to solve this challenge by influencing each dimension.

Organizational and occupational health issues with working remotely during the pandemic: a scoping review of remote work and health

BACKGROUND

Stay-at-home orders during the COVID-19 global pandemic created unprecedented challenges for workers whose work was transferred to the home setting. Little is presently known about the benefits and the challenges associated with global remote work on well-being and mental health, work-life balance, job satisfaction, productivity, home office adaptability, and gender equality.

METHODS

A scoping review of PubMed/Medline was undertaken in October 2021 to better understand these broad dimensions associated with remote worker health, well-being, and the home office workspace. The review focused on white-collar workers who undertook remote work during each of the lockdown waves from March 2020 to 2021.

RESULTS

A total of 62 studies were included in the review, which spanned Asia, North America, South America, and Europe. Overall, workers seemed to enjoy remote work, but productivity varied. The main setbacks associated with remote work included feelings of isolation and loneliness, which negatively influenced well-being. Social support from management and contact with colleagues mitigated this. Leadership style also influenced remote worker well-being. Overall, women suffered from lower levels of remote work well-being and productivity, especially if they had children. The home office and its adaptability were integral for successful remote work. Work-life balance was affected in some workers who struggled with heavier workloads or family duties.

CONCLUSIONS

To promote well-being and successful remote work, isolation and loneliness should be reduced through greater contact with colleagues and managers. Managers should promote family friendly policies that may support work-life balance and reduce gender inequities in remote work.

The importance of residential dusk and dawn light exposure for sleep quality, health, and well-being

Light exposure during twilight plays a critical role in the entrainment of the human circadian system. People are most often at home during dusk and dawn, and light exposure at home - either natural or from electric light - may therefore contribute substantially to sleep and well-being. However, very little research has focused on the effects of home lighting on sleep and well-being, and even less research has investigated the effects of light exposure during twilight. Therefore, a literature study was performed to collect studies on light exposure at home during dusk and dawn. Studies looking at light exposure during dusk and dawn have focused on either electric light intervention (i.e., dusk and dawn simulation) at home or in the laboratory or daylight exposure in the bedroom (i.e., the presence and type of curtains in the bedroom). Most research has focused on dawn simulation during the darker months of the year, often using sunrise alarms. In general, study results pointed to the importance of twilight light exposure at home for sleep and well-being. These results may depend on the characteristics of the user, such as age or chronotype.

Digital Health Solutions for Weight Loss and Obesity: A Narrative Review

Personal exercise programmes have long been used and prescribed for weight loss and the improvement of quality of life in obese patients. While individualised programmes are usually the preferred option, they can be more costly and challenging to deliver in person. A move to digital programmes with a wider reach has commenced, and demand has increased due to the SARS-CoV-2 pandemic. In this review, we evaluate the current status of digital exercise programme delivery and its evolution over the past decade, with a focus on personalisation. We used specific keywords to search for articles that met our predetermined inclusion and exclusion criteria in order to provide valuable evidence and insights for future research. We identified 55 studies in total in four key areas of focus, from the more recent development of apps and personal digital assistants to web-based programmes and text or phone call interventions. In summary, we observed that apps may be useful for a low-intensity approach and can improve adherence to programmes through self-monitoring, but they are not always developed in an evidence-based manner. Engagement and adherence are important determinants of weight loss and subsequent weight maintenance. Generally, professional support is required to achieve weight loss goals.

Strategies for conducting online-based physical education research during COVID-19: investigate the lecturer's perception

Purpose The many obstacles and difficulties to carry out research in the field of physical education are the gaps and urgency in this research. This study aims to investigate perceptions from lecturers regarding the conveniences and difficulties when carrying out research in physical education during COVID-19. Material and Methods This study uses a qualitative approach with phenomenological methods through online-based in-depth interviews. Five lecturers from two universities in Indonesia and one lecturers from universities in Hungary were willing to participate in this research. The way to select them was by sending an email to their respective universities and only 10 people participated in this study. However, 4 people did not qualify because they did not have 10 years of research experience.  All participants signed a consent letter to participate in this study. The interview started with explanation from participants regarding their research experiences, the conveniences and the difficulties faced when carrying out research during pandemic. After the activity was completed, the results of the interviews were collected and then a qualitative statistical analysis was carried out In this study, statistical analysis used thematic method in the form of interviews transcribed word for word.The transcripts were read repeatedly by researchers and three experts, coding and a collection of phrases were arranged into themes. Results The findings of this study indicate that there were several conveniences in carrying out research physical education during the COVID-19 period, including the implementation can be done anywhere and anytime, cost-effective and saving time, data collection is easier and faster. Meanwhile, the difficulties were in obtaining research subjects, subjects who have inadequate technological literacy, poor internet network and inaccurate data. Conclusions Thus, the conveniences and difficulties of carrying out research were important and must be continuously evaluated, in order to ensure the study able to conduct optimally even during the COVID-19 pandemic crisis.

The medium-term perceived impact of work from home on life and work domains of knowledge workers during COVID-19 pandemic: A survey at the National Research Council of Italy

Objective

The study aimed to investigate perceptions and determinants of the overall impact on life and work domains among a community of knowledge workers after 18 months of forced work from home due to the pandemic.

Methods

A cross-sectional study with a retrospective assessment was conducted early in 2022 at the National Research Council of Italy. Five single-item questions explored the perceived impact on life domain while a 7-item scale the impact on the work domain. Bivariate analyses and multivariate regressions were used to evaluate the associations between impacts and some key factors defined by 29 ad hoc closed questions.

Results

More than 95% of the 748 respondents reported a perceived change in at least one item of the life domain. For each of these items, although a large group of subjects has reported that working from home had no impact (from 27 to 55%), in the rest of the sample the positive evaluation (from 30 to 60%) clearly prevailed over the negative one. Overall, most of the subjects (64%) rated the impact on the work experience positively. Relationship with colleagues and participation in the work context were the items where the greatest number of negative rates was concentrated (27 and 25%, respectively). On the other hand, positive perceptions prevailed over both negative perceptions and lack of impact perceptions on the subjects of organizational flexibility and quality of work. The frequency of work-room sharing, home-work commute time and changes in sedentary lifestyle, have been identified as common explanatory factors of perceived impacts on both domains.

Conclusion

Overall, respondents reported positive rather than negative perceived impacts of forced work from home in both their lives and work. The obtained results suggest that policies to promote the physical and mental health of employees, strengthen inclusion and maintain a sense of community are necessary to improve workers' health and prevent the effects of perceived isolation on research activities.

Facemask: Protection or threat?

Facemasks were widely used as a protection against SARS-COV-2, which significantly reduced COVID-19 transmission during the pandemic. However, concerns have been raised regarding its adverse impacts on human health due to intense use and mismanagement. Although rampant plastic littering was the norm before the pandemic, the magnitude of the problem is worsening as potentially COVID-19-infected facemasks are thrown along the shoreline. This study assessed the discarded facemasks on the most popular beach destinations in Mati City, Davao Oriental, Philippines. A total of N = 284 discarded facemasks were found in a cumulative area of 22,500 m2, with an average density of 8.4 × 10-4 items/m2. The surgical facemask (82 %; n = 234) was the most abundant type of facemask found in the areas, followed by KF94 (16 %; n = 45) and KN95 (2 %; n = 5). The Analysis of Variance (ANOVA) showed significant differences in the visual counts of facemasks on the three beaches (p < 0.05).

Caregiver Faculty: Working through a Pandemic

Myriad research examines benefits and drawbacks of working from home, both pre- and post-pandemic. Our research looks at how work from home mandates due to the COVID-19 pandemic were implemented, primarily by those who also had caregiver roles to fulfill. We used a convenience sample, drawing from full-time college faculty at a mid-sized state college in Florida, gathering information from caregivers and non-caregivers for comparative purposes. As we analyzed our data, we considered two additional concepts: Elmore's backward mapping, which asks us to consider how employer mandates are implemented and will assist us in making policy recommendations, and Smith's Standpoint, which allowed us to consider our own different gendered experiences as we analyzed survey responses. Our findings reveal that there are some employees well suited to working from home, while others are less enthusiastic about this initiative, and that a significant factor is household caregiving responsibilities, often considered to be the domain of women. Our insights shed light on differences in caregiver-employee statuses; we hope to help guide effective institutional policy should there be a need for workplaces to shut down again and to encourage administrators to consider faculty who may be a good work from home fit should it be considered for everyday work. Understanding where the strengths and weaknesses were/are for workers who work from home will benefit employers.

The Coronavirus Disease 2019 Pandemic Unmasked the Challenges Faced by Early-Stage Faculty in Infectious Diseases: A Call to Action

The coronavirus disease 2019 (COVID-19) pandemic and associated increase in family care responsibilities resulted in unsustainable personal and professional workloads for infectious diseases (ID) faculty on the front lines. This was especially true for early-stage faculty (ESF), many of whom had caregiving responsibilities. In addition, female faculty, underrepresented in medicine and science faculty and particularly ESF, experienced marked declines in research productivity, which significantly impacts career trajectories. When combined with staffing shortages due to an aging workforce and suboptimal recruitment and retention in ID, these work-life imbalances have brought the field to an inflection point. We propose actionable recommendations and call on ID leaders to act to close the gender, racial, and ethnic gaps to improve the recruitment, retention, and advancement of ESF in ID. By investing in systemic change to make the ID workforce more equitable, we can embody the shared ideals of diversity and inclusion and prepare for the next pandemic.

Perceptions of burnout in medical dosimetry within a postpandemic work environment

According to the World Health Organization, burnout is described as having a negative attitude regarding one's work and being exhausted. Previous studies have shown that occupational burnout exists amongst medical dosimetrists, however, the incidence of medical dosimetrist burnout before and after a pandemic warrant continued research. Medical dosimetrists could be experiencing increased burnout in the workplace postpandemic due to staffing shortages and increased remote planning, which may reduce work performance. The researchers utilized a survey to answer research questions regarding whether staffing shortages or remote planning influenced perceived occupational burnout among medical dosimetrists in a post COVID-19 pandemic environment. The survey was intended to assess levels of emotional exhaustion (EE), depersonalization (DP) and personal accomplishment (PA). It was distributed electronically to 2591 certified medical dosimetrists in the United States through the American Association of Medical Dosimetrists (AAMD) membership database. A total of 160 responses were recorded, resulting in a response rate of 6% (160/2591). The results of this study indicated that increased staffing shortages have a direct relationship with increased burnout incidence. Increased remote work appears to be inversely related to the incidence of burnout among medical dosimetrists.

How remote working increases the importance of positive leadership for employee vigor

Introduction

Leadership is essential for creating a healthy and happy work environment for employees. Due to the COVID-19 pandemic, working remotely from home has become prevalent for many employees, which challenges leaders to reach out to their followers even if these followers are not physically at work. Drawing on positive psychology theories, the aim of this study is to investigate the relationship between positive leadership and psychological energy (i.e., vigor), and particularly the extent in which this relationship is affected by whether employees are working from home, as well as the tenure of the leader-follower relationship.

Methods

A two-wave time-lagged study design is used with a sample of 186 followers.

Results

Findings indicate that the effect of positive leadership on followers' vigor is especially strong when employees work from home, and even more so when leaders and followers have a long lasting work relationship.

Discussion

The study shows that positive leadership behaviors are positively related to employee vigor. Such positive leadership behaviors consist of praising follower's individual performance, personally thanking followers, cheering them up, and helping them with specified tasks.

The influence of distractions of the home-work environment on mental health during the COVID-19 pandemic

Previous research showed that office workers are mainly distracted by noise, influencing their mental health. Little investigation has been done into the influence of other workspace characteristics (i.e. temperature, amount of space, visual privacy, adjustability of furniture, wall colours, and workspace cleanliness) on distractions at the office, and even fewer while working from home (WFH). The influence of home-workspace distractions on mental health also received limited attention. This research aims to investigate relationships between home-workspace and personal characteristics, distraction, and mental health while WFH during COVID-19. A path analysis approach was used, to find that, at home, employees were distracted by noise and when having a small desk. Those with a dedicated workroom were less distracted. Distractions mediated most relationships between home-workspace characteristics and mental health, while personal characteristics influenced mental health directly. Employers can use these results to redesign policies regarding home-and-office working to stimulate a healthy work environment.Practitioner summary: The investigation of the influence of home-workspace characteristics on distractions and mental health while WFH during COVID-19 appears to be limited. This research filled this gap by performing a path analysis, using a holistic definition of mental health. Findings showed that distractions mediate relationships between home-workspace characteristics and mental health.

Skills and abilities to thrive in remote work: What have we learned

The COVID-19 pandemic led to a rapid acceleration in the number of individuals engaging in remote work. This presented an opportunity to study individuals that were not voluntarily working remotely pre-pandemic and examine how they adapted and learned to achieve success in a remote work environment, at an organization that did not have substantial prior experience managing remote work. We used a semi-structured interview process to interview participants (n = 59) who occupied both Individual Contributor and Leadership levels at an organization and broadly representative across several important demographic characteristics. We asked participants to discuss what factors at individual, team, and organizational levels contributed positively toward their remote work experience, which factors presented challenges to remote work, and what could be done to ensure success with remote work in the future. Interviews were analyzed utilizing a thematic analysis approach and summarized into common themes pertaining to factors that influence success in a remote working environment. Themes were used to identify specific skillsets particularly relevant to remote work that would benefit from training, as well as important organizational culture changes and policies needed to support remote workers and ensure their success. We present these and other findings in relation to current research and provide recommendations for practitioners.

"In the office nine to five, five days a week… those days are gone": qualitative exploration of diplomatic personnel's experiences of remote working during the COVID-19 pandemic

BACKGROUND

Many employees had to work remotely during the COVID-19 pandemic. Literature suggests there are both challenges and benefits to remote working and that remote working can have detrimental effects on mental health. This study aimed to explore diplomatic personnel's perceptions and experiences of working from home during the pandemic.

METHODS

Twenty-five employees of the Foreign, Commonwealth and Development Office took part in semi-structured interviews. Thematic analysis was carried out to extract recurring themes from the data.

RESULTS

Seven main themes emerged from the data: impact of the pandemic on work; relationships with colleagues; benefits of working from home; challenges of working from home; family; moving posts during the pandemic; and perceptions and predictions of post-pandemic work. Participants provided mixed views on how remote working had affected productivity and relationships with colleagues. Benefits of working from home included greater freedom and flexibility; new opportunities; and inclusivity of remote meetings. Challenges included being in different time zones to the countries they were working for; unsuitable home ergonomics; technological issues; and difficulties finding appropriate work-life balance. Those with young children reported difficulties juggling work and childcare. Adjusting to new posts at a time when staff were working remotely appeared particularly challenging. However, most did not want or expect to return to entirely office-based work. They predicted a hybrid model of working in the future, involving both office work and remote work; they stressed the importance of flexibility and suggested there would not be a one-size-fits-all approach to returning to face-to-face work.

CONCLUSIONS

Remote working during the COVID-19 pandemic has changed the ways in which employees work, showing them that they do not have to be in the office to successfully achieve their work goals and leaving many wanting flexibility to make their own decisions about working from home (or not). There are both benefits and challenges to remote working; managers can take steps to reduce some of the challenges by being available to support their employees, organising regular remote meetings and allowing employees autonomy in terms of when and where they work.

Coping Methods and Satisfaction with Working from Home in Academic Settings during the COVID-19 Pandemic

In this paper, we examined how university staff and students coped with challenges related to working or studying from home during the COVID-19 pandemic, and the level of satisfaction with working from home. An online survey was conducted among faculty, staff, and students at universities in 24 countries (n = 674). The results show that over 80% of the respondents used multiple coping methods. Three clusters of coping methods were generated through factor analysis: (1) social and health factor, with focus on personal health and the social surrounding, (2) activity factor, i.e., being busy with work or studies, finding up-to-date information about COVID-19, while thinking about what one could do rather than what one could not do, and (3) public health factor, which meant trusting health authorities while avoiding misinformation from sources such as social media. Furthermore, 56% of the respondents were very or somewhat satisfied with working from home. Differences in the methods of coping and satisfaction with working from home highlight the need for employers to prepare for working from home beyond the COVID-19 pandemic.

A crisis that changed the banking scenario in India: exploring the role of ethics in business

Digital business has marked an era of transformation, but also an unprecedented growth of cyber threats. While digital explosion witnessed by the banking sector since the COVID-19 pandemic has been significant, the level and frequency of cybercrimes have gone up as well. Cybercrime officials attribute it to remote working—people using home computers or laptops with vulnerable online security than office systems; malicious actors relentlessly developing their tactics to find new ways to break into enterprise networks and grasping defence evasion; persons unemployed during the pandemic getting into hacking; cloud and data corruption; digital fatigue causing negligence; etc. This study adopts a case-based approach to explore the importance of business ethics, information sharing and transparency to build an information-driven society by scouting the case of Punjab and Maharashtra Co-operative (PMC) Bank, India. PMC defaulted on payments to its depositors and was placed under Reserve Bank of India’s directions due to financial irregularities and a massive fraud perpetrated by bank officials by orchestrating the bank’s IT systems. The crisis worsened when panic-stricken investors advanced their narrative through fake news peddled via social media channels, resulting in alarm that caused deaths of numerous depositors. It exposed several loopholes in information management in India’s deposit insurance system and steered the policy makers to restructure the same, thus driving the country consistent with its emerging market peers. The study further identifies best practices for aligning employees towards ethical behaviour in a virtual workplace and the pedagogical approaches for information management in the new normal.

Approaches Adopted by Researchers to Measure the Quality of the Experience of People Working from Home: a Scoping Review

Working from home (WFH) remotely is a modality of working that requires the careful design of systems of rules and tools to enable people to exchange information and perform actions. WFH is expected to expand after the COVID-19 pandemic. How to assess and compare in a reliable way the experience of workers with different (sociotechnical) systems of WFH is a central point to supporting the diffusion of acceptable modalities of working. However, the concept of experience and how it can be measured in the domain in WFH is yet to be clearly characterized. Following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) methodology for scoping reviews, we systematically map the approaches used by researchers to assess WFH, identify which aspects are usually investigated, and examine how such aspects are usually measured in terms of questions and tools. Literature is collected using Scopus and Web of Science. Thirty-four records out of 323 focusing either on validating a scale, presenting theoretically the experience of workers or testing this empirically are included in the qualitative synthesis. The results highlight a lack of unified terminology and tools, with assessments of workers' experience mainly characterized by survey approaches and qualitative questions. Clustering together the most investigated aspects in the literature and reviewing how these aspects are assessed, we propose a list of 10 relevant overarching dimensions and attempt to define workers' experience in the domain of WFH remotely. This definition can be used as a tool by researchers aiming to assess the experience of workers in order to inform the design or redesign of the sociotechnical systems that enable WFH.

Supplementary Information

The online version contains supplementary material available at 10.1007/s41347-022-00264-4.

The relationship between job components, neighbourhood walkability and African academics' physical activity: a post-COVID-19 context

Research to date suggests that physical activity (PA) among academics is insufficient globally. Academics in many African countries were recently required to resume work while observing social distancing protocols. Physical inactivity (PI) was, therefore, expected to increase in such academics. Interestingly, walkable neighbourhoods are resources that could discourage excessive sitting and PI in this situation. This study, therefore, assessed the moderating role of neighbourhood walkability in the relationship between core job components (i.e. on-site teaching, online teaching, research and student assessment) and PA among academics. The study adopted a cross-sectional design that utilized an online survey hosted by Google Forms to gather data. Participants were volunteer full-time academics in Nigeria, Ghana, Kenya and Tanzania. A total of 1064 surveys were analysed, with a sensitivity analysis utilized to select covariates for the ultimate hierarchical linear regression model. After controlling for the ultimate covariates (e.g. gender, education and income), PA was found to be positively associated with the job component 'research work' but negatively associated with student assessment. Neighbourhood walkability increased the positive relationship of research work with PA and reduced the negative relationship of student assessment with PA. The non-significant negative relationship between 'teaching online' and PA was made positively significant by neighbourhood walkability. We conclude that research as a job component is positively associated with PA, but online teaching is negatively associated with PA among African academics in a post-COVID-19 context.

Has the COVID-19 pandemic changed gender- and parental-status-specific differences in working from home? Panel evidence from Germany

Has COVID-19 changed gender- and parental-status-specific differences in working from home? To answer this question, we used data from the Institute for Employment Research High-Frequency Online Personal Panel collected in Germany in the early stages of the pandemic (May-August 2020). Regression analyses revealed changes in pre-pandemic gender- and parental-status-specific differences in remote working-not only when strict social distancing measures were in place, but also after they were lifted: Fathers were no longer more likely than childless men and women to work remotely, and women were no longer more likely than men to work more hours from home when using this arrangement. Further, the results suggest that cultural barriers in organizations to working from home-which were especially prevalent for mothers before the pandemic-have decreased.

Digitally transformed home office impacts on job satisfaction, job stress and job productivity. COVID-19 findings

In these times of successive lockdown periods due to the health crisis induced by COVID-19, this paper investigates how the usages of collaborative and communication digital tools (groupware, workflow, instant messaging and web conference) are related to the evolution of teleworkers' subjective well-being (job satisfaction, job stress) and job productivity comparing during and before the first lockdown in spring 2020. Using a sample of 438 employees working for firms located in Luxembourg, this analysis enables, first, to highlight different profiles of teleworkers regarding the evolution of usages of these tools during the lockdown compared to before and the frequency of use during. Second, the analysis highlights that these profiles are linked to the evolution of job satisfaction, job stress and job productivity. Our main results show that (1) the profile that generates an increase in job productivity is the one with a combined mastered daily or weekly use of all of the four studied digital tools but at the expense of job satisfaction. On the contrary, (2) the use of the four digital tools both before and during the lockdown, associated with an increase in the frequency of use, appears to generate too much information flow to deal with and teleworkers may suffer from information overload that increases their stress and reduces their job satisfaction and job productivity. (3) The habit of using the four tools on a daily basis before the lockdown appears to protect teleworkers from most of the adverse effects, except for an increase in their job stress. Our results have theoretical and managerial implications for the future of the digitally transformed home office.

Effects of Working from Home on Job Performance: Empirical Evidence in the Saudi Context during the COVID-19 Pandemic

This research investigated the mediating role of attitudes and perceptions between working from home (WFH) and employees’ job performance. It also explored the role of gender, education level, and job position in the relationship between specifications and facilities when working from home, as well as attitudes and perceptions. This study is exploratory and capitalizes on novel findings from a questionnaire. Data were collected from 399 employees employed by the principal Saudi businesses. The current study uses structural equation modeling to test the research hypotheses and examines the direct and indirect relationship between working from home and employees’ job performance. The results confirmed the significant direct linkage between WFH and employees’ job performance through the mediating roles of WFH employees’ attitudes and perceptions. Our findings also confirm the significant relationship between WFH employees’ attributes and their job performance, and the significant association between WFH and job performance. However, our results identified the fact that perceptions have an inverse impact on job performance. This study also provides significant theoretical and practical insights for managers who are adopting WFH. It contributes empirically to the literature by informing managers of the factors driving job performance in WFH, helping organizations to cope with the many issues related to a workforce who are working from home. Our research findings also ascertained that WFH seems likely to become a permanent managerial practice in terms of human resources, rather than a simple circumstantial measure. Moreover, this study can be considered as one of the first studies that assess the effect of WFH on employees’ job performance via a mediation role of employee attributes, in the context of Saudi firms.

The Show Must Go On: A Snapshot of Italian Academic Working Life during Mandatory Work from Home through the Results of a National Survey

During the COVID-19 pandemic, universities worldwide have provided continuity to research and teaching through mandatory work from home. Taking into account the specificities of the Italian academic environment and using the Job Demand-Resource-Recovery model, the present study provides, through an online survey, for the first time a description of the experiences of a large sample of academics (N = 2365) and technical and administrative staff (N = 4086) working in Italian universities. The study analyzes the main differences between genders, roles or work areas, in terms of some job demands, recovery experiences, and outcomes, all important dimensions to achieve goals 3, 4, and 5 of the 2030 Agenda for Sustainable Development. The results support the reflections on gender equality measures in universities and provide a general framework useful for further in-depth analysis and development of measures in order to improve well-being (SDG 3), quality of education (SDG 4), and gender equality (SDG 5).

Increased Working From Home in Vocational Counseling Psychologists During COVID-19: Associated Change in Productivity and Job Satisfaction

During the coronavirus disease 2019 (COVID-19) pandemic, vocational counselors in Switzerland more frequently worked from home (WFH) and less frequently worked on-site. The aim of this study was to assess how WFH corresponds with indicators of job performance and occupational wellbeing. More specifically, the current questionnaire study analyzed the increase in WFH, self-reported productivity, distractibility in WFH, current job satisfaction, work-life balance in WFH, and feeling of loneliness. Findings showed that the increase in WFH in vocational counseling psychologists during the COVID-19 pandemic was associated with an increase in productivity and job satisfaction and with lower distractibility in WFH compared to work on-site. However, more frequent WFH was not significantly associated with improved work-life balance during the COVID-19 pandemic. Vocational counselors who shared the office on-site with many colleagues experienced higher feeling of loneliness during WFH. Vocational counselors regarded the condition of WFH as productive and satisfying while work-life balance did not improve. The discussion sheds light on the potential WFH-related increase of boundary management demands.

Factors Associated With Work-Life Balance and Productivity Before and During Work From Home

OBJECTIVES

Considering the prevailing work from home (WFH) arrangement globally due to COVID-19, this paper aims to compare job-related and psychosocial factors before and during WFH setup; and to determine the relationship of these factors to work-life balance (WLB) and productivity.

METHODS

A total 503 employees from 46 institutions answered the online questionnaire, 318 of whom met the inclusion criteria. Paired t test and structural equation modeling (SEM) with multigroup analysis were used for the statistical analyses.

RESULTS

Psychological detachment (PD), sleep, stress, social support (SS), WLB, and productivity declined during WFH. SEM showed that PD significantly influenced stress and sleep, subsequently affecting productivity. SS significantly helped the participants maintain WLB.

CONCLUSION

The key to increasing productivity and WLB during WFH is to foster PD and SS among employees.

Impact of the Covid-19 pandemic on clinical radiography education: Perspective of students and educators from a low resource setting

Introduction

The COVID-19 pandemic has had significant impact on clinical radiography educational activities including teaching, research, and clinical placement. The study aimed to investigate the impact of the COVID-19 pandemic on clinical radiography education in a low-resource setting from the perspectives of students and educators.

Methods

A cross-sectional online survey was conducted between December 2020 and March 2021. Participants included student radiographers and educators from six clinical radiography training institutions in Ghana. Conventional descriptive statistics, frequency, and thematic text analysis were undertaken.

Results

291 valid responses were received involving 277 students and 14 educators. Most of the respondents, predominantly students did not find the online platforms for learning user-friendly. Key challenges to clinical radiography training during the pandemic included poor internet connectivity (73.8%), inadequate time for academic discussions (50.9%), and the reluctance of health facilities to accept students for clinical placement (51%). Challenges with data collection and the provision of supervision were issues associated with research activities.

Discussion

The findings suggest the COVID-19 pandemic has had significant impact on clinical radiography education in Ghana and other countries of similar resource availability.

Conclusion

Clinical radiography training institutions need to customize approaches to education. Adopting blended learning approaches as well as the use of simulation to augment practical placement opportunities are new modes of instruction that will maximize learning experience.

Not All Remote Workers Are Similar: Technology Acceptance, Remote Work Beliefs, and Wellbeing of Remote Workers during the Second Wave of the COVID-19 Pandemic

Although a large part of the world's workforce engaged in mandatory Work from Home during the COVID-19 pandemic, the experience was not the same for everyone. This study explores whether different groups of employees, based on their work and organizational characteristics (i.e., organizational size, number of days per week working from home, working in team) and personal characteristics (i.e., remote work experience, having children at home), express different beliefs about working remotely, acceptance of the technology necessary to Work from Home, and well-being. A study was conducted with 163 Italian workers who answered an online questionnaire from November 2020 to January 2021. A cluster analysis revealed that work, organizational, and personal variables distinguish five different types of workers. ANOVA statistics showed that remote workers from big companies who worked remotely several days a week, had experience (because they worked remotely before the national lockdowns), and worked in a team, had more positive beliefs about working remotely, higher technology acceptance, and better coping strategies, compared to the other groups of workers. Practical implications to support institutional and organizational decision-makers and HR managers to promote remote work and employee well-being are presented.

The trajectories of depressive symptoms among working adults during the COVID-19 pandemic: a longitudinal analysis of the InHamilton COVID-19 study

Background

Longitudinal studies examining the impact of changes in COVID-19 pandemic-related stressors and experiences, and coping styles on the mental health trajectory of employed individuals during the lockdown are limited. The study examined the mental health trajectories of a sample of employed adults in Hamilton, Ontario during the initial lockdown and after the re-opening following the first wave in Canada. Further, this study also identified the pandemic-related stressors and coping strategies associated with changes in depressive symptoms in employed adults during the COVID-19 pandemic.

Methods

The InHamilton COVID-19 longitudinal study involved 579 employees aged 22–88 years from a large public university in an urban area of Hamilton, Ontario at baseline (April 2020). Participants were followed monthly with 6 waves of data collected between April and November 2020. A growth mixture modeling approach was used to identify distinct groups of adults who followed a similar pattern of depressive symptoms over time and to describe the longitudinal change in the outcome within and among the identified sub-groups.

Results

Our results showed two distinct trajectories of change with 66.2% of participants displaying low-consistent patterns of depressive symptoms, and 33.8% of participants displaying high-increasing depressive symptom patterns. COVID-19 pandemic-related experiences including health concerns, caregiving burden, and lack of access to resources were associated with worsening of the depressive symptom trajectories. Frequent use of dysfunctional coping strategies and less frequent use of emotion-focused coping strategies were associated with the high and increasing depressive symptom pattern.

Conclusions

The negative mental health impacts of the COVID-19 pandemic are specific to subgroups within the population and stressors may persist and worsen over time. Providing access to evidence-informed approaches that foster adaptive coping, alleviate the depressive symptoms, and promote the mental health of working adults is critical.

The Impact of the COVID-19 Pandemic on the Working Conditions, Employment, Career Development and Well-Being of Refugee Researchers

The ongoing ‘refugee crisis’ of the past years has led to the migration of refugee researchers (RRs) to European countries. Due to the COVID-19 pandemic, RRs often had to work from home and/or to continue their social, cultural and economic integration process under new conditions. An online survey carried out to explore the impact of the pandemic on the refugee researchers showed that RRs found it difficult to adapt their everyday working life to the ‘home’ setting. The majority have had neither a suitable work environment at home nor the appropriate technology. Although they stated that they are rather pleased with the measures taken by the public authorities, they expressed concern about their vulnerability due to their precarious contracts and the bureaucratic asylum procedures, as the pandemic has had a negative impact on these major issues. The majority of RRs working in academia seem not to have been affected at all as far as their income is concerned, while the majority of those employed in other sectors became unemployed during the pandemic (58%). Recommendations are provided to the public authorities and policy makers to assist RRs to mitigate the consequences of the pandemic on their life.