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Nordhall O, Kaur R, Törnblom L, Knez I. Female managers' organizational leadership during telework: experiences of job demands, control and support. Front Psychol 2024; 15:1335749. [PMID: 38873518 PMCID: PMC11171136 DOI: 10.3389/fpsyg.2024.1335749] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/09/2023] [Accepted: 05/20/2024] [Indexed: 06/15/2024] Open
Abstract
The frequent use of telework during the COVID -19 pandemic has created a more challenging work situation for managers who need to lead effectively in the virtual space, this especially concerns female managers. Therefor it is of importance to investigate female managers' experiences of job related demands, control and support within this work context. Accordingly, we investigated female managers' experiences of demands, control and support in their organizational leadership during telework. The present study used a deductive, theory-driven, qualitative approach with predetermined themes defined within the demand-control-support model. Data were collected by semi-structured interviews. The female managers had at least 50% of their working hours as telework. The results showed that the female managers experienced demands in terms of hard, fast or even excessive work in order to be available and solve complex problems, and control as varied work content, new learning, planning and decision freedom. Support was experienced in terms of attentive superior manager, good cooperation and helpfulness among colleagues. Theoretical and practical implications of the results are discussed in terms of telework situation for female managers.
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Affiliation(s)
- Ola Nordhall
- Faculty of Health and Occupational Studies, Department of Occupational Health, Psychology and Sports Sciences, University of Gävle, Gävle, Sweden
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Li J, Fong DYT, Ho MM, Choi EPH, Lok KYW, Lee JJ, Duan W, Wong JYH, Lin CC. Prevalence and Factors Associated With Willingness to Sustain Pandemic-Induced Digital Work in the General Population and Moderating Effects of Screen Hours: Cross-Sectional Study. J Med Internet Res 2024; 26:e53321. [PMID: 38805704 PMCID: PMC11167320 DOI: 10.2196/53321] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/03/2023] [Revised: 03/22/2024] [Accepted: 04/25/2024] [Indexed: 05/30/2024] Open
Abstract
BACKGROUND The pandemic has accelerated digital work transformation, yet little is known about individuals' willingness to sustain such digital modes and its associated factors. A better understanding of this willingness and its drivers is crucial for guiding the development of future digital work infrastructure, training programs, and strategies to monitor and prevent related health issues. OBJECTIVE This study aims to quantify the general population's willingness to sustain pandemic-induced digital work, identify its associated factors, and examine how screen time moderates these relationships. METHODS A cross-sectional study was conducted targeting Hong Kong residents aged ≥18 years who have increased engagement in digital work since the pandemic. Data were collected through self-reported, web-based surveys. Descriptive statistics determined prevalence rates, while structured multiphase logistic regression identified associated factors and explored the moderating effects of screen hour levels. RESULTS This unfunded study enrolled 1014 participants from May 2 to June 24, 2022, and completed data analysis within 3 months after data collection. A total of 391 (38.6%; 95% CI 35.6%-41.6%) participants expressed willingness to sustain digital work. Positive factors associated with this willingness included being an employee (odds ratio [OR] 3.12, 95% CI 1.59-6.45; P=.001), being health professionals (OR 3.32, 95% CI 1.49-7.82; P=.004), longer screen hours (OR 1.09, 95% CI 1.03-1.15; P=.002), and higher depression levels (OR 1.20, 95% CI 1.01-1.44; P=.04). Conversely, negatively associated factors included older age (OR 0.87, 95% CI 0.81-0.94; P=.001), extroversion (OR 0.66, 95% CI 0.51-0.86; P=.002), higher eHealth literacy (OR 0.96, 95% CI 0.93-0.98; P<.001), perceived greater susceptibility to COVID-19 (OR 0.84, 95% CI 0.74-0.96; P=.009), residence in a high-severity COVID-19 community (OR 0.73, 95% CI 0.63-0.84; P<.001), having infected individuals in the immediate social circle (OR 0.64, 95% CI 0.46-0.88; P=.006), higher BMI (OR 0.94, 95% CI 0.90-0.99; P=.02), feelings of being out of control (OR 0.96, 95% CI 0.93-0.98; P=.002), and higher fear of COVID-19 (OR 0.96, 95% CI 0.94-0.98; P=.001). In addition, a moderating effect of screen hour level (high: >8 h/d; low: ≤8 h/d) influenced the association among 10 factors related to willingness to sustain pandemic-induced digital work, including age, education level, household size, needs for regular medical care, BMI, frequency of both vigorous and moderate physical activities, perceived COVID-19 severity, immediate social circle COVID-19 presence, and fear of COVID-19 (all P values for interaction <.05). CONCLUSIONS The substantial willingness of the general population to sustain digital work after the pandemic highlights the need for robust telework infrastructure, thorough monitoring of adverse health outcomes, and the potential to expand telehealth services among this group. The identification of factors influencing this willingness and the moderating role of screen hours inform the development of personalized strategies to enhance digital work acceptance where needed.
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Affiliation(s)
- Jiaying Li
- School of Nursing, The University of Hong Kong, Hong Kong SAR, China (Hong Kong)
| | - Daniel Yee Tak Fong
- School of Nursing, The University of Hong Kong, Hong Kong SAR, China (Hong Kong)
| | - Mandy Man Ho
- School of Nursing, The University of Hong Kong, Hong Kong SAR, China (Hong Kong)
| | - Edmond Pui Hang Choi
- School of Nursing, The University of Hong Kong, Hong Kong SAR, China (Hong Kong)
| | - Kris Yuet Wan Lok
- School of Nursing, The University of Hong Kong, Hong Kong SAR, China (Hong Kong)
| | - Jung Jae Lee
- School of Nursing, The University of Hong Kong, Hong Kong SAR, China (Hong Kong)
| | - WenJie Duan
- Department of Social Work, East China University of Science and Technology, Shanghai, China
| | - Janet Yuen Ha Wong
- School of Nursing and Health Studies, Hong Kong Metropolitan University, Hong Kong SAR, China (Hong Kong)
| | - Chia-Chin Lin
- School of Nursing, The University of Hong Kong, Hong Kong SAR, China (Hong Kong)
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Efimov I, Harth V, Mache S. "That was one of my most difficult and biggest challenges": experiences, preconditions and preventive measures of health-oriented leadership in virtual teams - A qualitative study with virtual leaders. BMC Public Health 2024; 24:1338. [PMID: 38760799 PMCID: PMC11102273 DOI: 10.1186/s12889-024-18800-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/24/2023] [Accepted: 05/08/2024] [Indexed: 05/19/2024] Open
Abstract
BACKGROUND Health-oriented leadership (HoL) has a positive impact on health- and work-related outcomes of employees in face-to-face settings. Increased digitization during the COVID-19 pandemic has led to many changes and increased job demands. According to current state of research, HoL in virtual teamwork is insufficiently researched. The aim of the study is to examine the experiences of virtual leaders during the COVID-19 pandemic and to identify preconditions and preventive measures for promoting HoL. METHOD Using a qualitative study design, semi-structured, guide-based telephone interviews were conducted with 16 German virtual leaders between May and July 2021. The collected data were inductively analyzed and interpreted using qualitative content analysis according to Mayring. Explorative analyses of differences between leaders with and without pre-pandemic experiences with virtual leadership were made. RESULTS Results indicated that leaders, regardless of pre-pandemic experiences with virtual leadership, faced diverse challenges in implementing HoL in virtual teamwork during the COVID-19 pandemic. Virtual leaders perceived personal preconditions (e.g., leaders' characteristics or behaviors), organizational preconditions (support by management or open-minded corporate culture), social preconditions (e.g., social support by team) and technical preconditions (e.g., sufficient technical equipment) as conducive to implementation of HoL. Almost all leaders with pre-pandemic experience identified a need for structural preventive measures, whereas almost all leaders without pre-pandemic experience reported a need for behavioral preventive measures in order to promote HoL in virtual teams. CONCLUSIONS This study suggests that implementing HoL in virtual teamwork is challenging, complex and requires adjustments in leadership behavior. Thereby, the study provides initial empirical findings for a holistic approach to HoL implementation in virtual teams, considering beneficial multilevel preconditions. Due to a limited generalization of present results, longitudinal and interventional studies will be necessary for the analysis of causal relationships in future research. In particular, a holistic research perspective in order to understand the complex, contextual interdependencies of leadership is recommended. In practice, based on a differentiated needs analysis, structural preventive measures for a holistic organizational development as well as behavioral preventive measures for ongoing personnel development are recommended.
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Affiliation(s)
- Ilona Efimov
- Institute for Occupational and Maritime Medicine, University Medical Center Hamburg-Eppendorf, Seewartenstr. 10, 20459, Hamburg, Germany.
| | - Volker Harth
- Institute for Occupational and Maritime Medicine, University Medical Center Hamburg-Eppendorf, Seewartenstr. 10, 20459, Hamburg, Germany
| | - Stefanie Mache
- Institute for Occupational and Maritime Medicine, University Medical Center Hamburg-Eppendorf, Seewartenstr. 10, 20459, Hamburg, Germany
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Černe M, Aleksić D. Hidden work, frustration and multiple layers of occupational health in emergency situations: a longitudinal study during the COVID-19 pandemic. Front Psychol 2024; 14:1042397. [PMID: 38274681 PMCID: PMC10808337 DOI: 10.3389/fpsyg.2023.1042397] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/12/2022] [Accepted: 12/27/2023] [Indexed: 01/27/2024] Open
Abstract
This study examines the effects of the COVID-19 pandemic over time. Specifically, we derive from the organizational model of frustration to propose and test a model of pandemic-induced hidden work affecting employees' emotional responses of frustration along with behavioral responses and outcomes with respect to occupational health. We thereby develop a concept of multiple layers of occupational health that spans across stress, satisfaction with work-life balance (SWLB), burnout, subjective well-being, and physical health. Based on a longitudinal web-based survey of 198 working professionals conducted at seven points in time (1,143 data points, with 118 fully completed responses across all time points) for a wide range of industries in 2020, the study tests the proposed relationships using random coefficient modeling. The results show that COVID-19-situation-induced hidden work invokes emotional responses of frustration, which in turn influence outcomes referring to multiple layers of occupational health-positively affecting stress and burnout, and negatively influencing SWLB, subjective well-being, and physical health. Implications for research and practice are discussed.
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Affiliation(s)
| | - Darija Aleksić
- School of Economics and Business, University of Ljubljana, Ljubljana, Slovenia
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Lyzwinski LN. Organizational and occupational health issues with working remotely during the pandemic: a scoping review of remote work and health. J Occup Health 2024; 66:uiae005. [PMID: 38289710 PMCID: PMC11069417 DOI: 10.1093/joccuh/uiae005] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/02/2023] [Accepted: 12/17/2023] [Indexed: 02/01/2024] Open
Abstract
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.
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Affiliation(s)
- Lynnette-Natalia Lyzwinski
- Center for Clinical Epidemiology, Lady Davis Institute, McGill Medical School, McGill University, Montreal, Quebec, Canada
- Faculty of Humanities, Education, and Social Sciences, University of Luxembourg, Esch-sur-Alzette, Luxembourg
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Değerli MNÖ, Aydoner S, Altuntaş O, Bumin G. Does working style affect the occupational balance and life satisfaction of office workers in Turkey? A comparison study. Work 2024; 78:393-398. [PMID: 38143406 DOI: 10.3233/wor-230078] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/26/2023] Open
Abstract
BACKGROUND The coronavirus outbreak (COVID-19) has caused various effects, changing people's lives and work styles. During this period, workplaces decided to work remotely, so people spent more time at home. Therefore, workers' personal and work lives were negatively affected. OBJECTIVE This study planned to compare traditional and remote office workers' occupational balance and life satisfaction in Turkey during COVID-19. METHODS Google Survey was used for data collection. Three hundred office workers (18-65 years old) from Turkey participated in the study. The occupational balance and life satisfaction levels of participants were assessed using the Occupational Balance Questionnaire (QB-Quest) and Personal Well-being Index-Adult (PWI-A). RESULTS Data collected were analyzed statistically by the Independent Sample t-test. It was found that the remote office workers had lower levels of occupational balance (p = 0.02; r = -3.317) and life satisfaction (p = 0.01; r = -2.199) compared to the traditional office workers. CONCLUSION Remote office workers were found to have lower occupational balance and life satisfaction than traditional office workers. In this period, when the way of working changes like COVID-19, it is crucial to determine office workers' occupational balance and life satisfaction and take precautions for their job performance and satisfaction.
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Affiliation(s)
| | - Selen Aydoner
- Department of Occupational Therapy, Faculty of Health Sciences, Fenerbahçe University, Istanbul, Turkey
| | - Onur Altuntaş
- Department of Occupational Therapy, Hacettepe University, Ankara, Turkey
| | - Gonca Bumin
- Department of Occupational Therapy, Hacettepe University, Ankara, Turkey
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Qiang Q, Xiaohong W, Qianru S. Does paradoxical leadership influence employees' proactive work behavior? A study based on employees in Chinese state-owned enterprises. Front Psychol 2023; 14:1269906. [PMID: 38170004 PMCID: PMC10759232 DOI: 10.3389/fpsyg.2023.1269906] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/31/2023] [Accepted: 11/22/2023] [Indexed: 01/05/2024] Open
Abstract
Paradoxical leadership has emerged as an increasingly important research topic in the context of Chinese state-owned enterprises, which are currently facing contradictions between maintaining stability and implementing changes, short-term profits and long-term sustainable development, and public nature and marketization. Based on social cognitive theory and social exchange theory, this study employed a questionnaire survey to explore the influence of paradoxical leadership on employees' proactive work behavior and the mediating role of superior-subordinate guanxi and self-efficacy. The study involved 540 employees working in Chinese state-owned enterprises. We conducted confirmatory factor analyses to test the validity of the measurement model and regression to evaluate the direct effects. Subsequently, we used bootstrapping to confirm mediation and serial mediation effects. The study found that (1) Paradoxical leadership can effectively enhance employees' proactive work behavior; (2) The superior-subordinate guanxi plays a mediating role between paradoxical leadership and employees' proactive work behavior, that is, paradoxical leadership enhances employees' proactive work behavior by improving the superior-subordinate guanxi; (3) Self-efficacy plays a mediating role between paradoxical leadership and employees' proactive work behaviors, that is, paradoxical leadership promotes employees' proactive work behavior by enhancing their self-efficacy; (4) The superior-subordinate guanxi and self-efficacy play a chain mediating effect between paradoxical leadership and employees' proactive work behavior, forming a chain of "Paradoxical leadership-Superior-subordinate Guanxi-Self-efficacy-Employees' proactive work behaviors." This study enriches the theoretical research on paradoxical leadership and provides suggestions for state-owned enterprises to enhance employees' proactive work behavior.
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Affiliation(s)
- Qin Qiang
- School of Journalism and Communication, Renmin University of China, Beijing, China
| | - Wu Xiaohong
- School of Journalism and Communication, Renmin University of China, Beijing, China
| | - Song Qianru
- Xi’an Technology and Business College, Xi’an, China
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Coun MJH, De Ruiter M, Peters P. At your service: supportiveness of servant leadership, communication frequency and communication channel fostering job satisfaction across generations. Front Psychol 2023; 14:1183203. [PMID: 37720648 PMCID: PMC10502177 DOI: 10.3389/fpsyg.2023.1183203] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/09/2023] [Accepted: 08/14/2023] [Indexed: 09/19/2023] Open
Abstract
Introduction The present study contributes to the conversations on the role of 'autonomy supportive' factors in employee wellbeing in remote work contexts by examining the relationships between servant leadership, communication frequency - overall and via synchronous (i.e., individual video-calls, individual telephone calls) and asynchronous communication channels (i.e., e-mail messages, and WhatsApp) - on the one hand, and job satisfaction, on the other, and the moderating role of generation (Baby Boomers and Gen X versus Gen Y) in these relationships. Method Building on self-determination theory, incorporating insights from servant leadership, telework, and media richness and synchronicity literatures, we developed hypotheses that were tested via multilevel analysis (273 employees nested in 89 managers). Results In line with expectations, servant leadership had a positive relationship with job satisfaction. Total communication frequency, however, was not related to job satisfaction. Further analyses per communication channel showed that only level 2 e-mail communication frequency was positively related to job satisfaction. In contrast to expectations, the relationships studied were not moderated by generation. Discussion We concluded that, for all generations, both servant leadership and frequent (e-mail) communication can be regarded as 'autonomy supportive' factors in employee wellbeing. Paradoxically, whereas servant leadership, considered as a human-centric leadership style, suggests close trust-based employment relationships, employees valued frequent asynchronous communication (via e-mail). Having access to information and knowledge when needed may satisfy employees' need for autonomy (and perhaps for flexibility to engage in work and non-work activities). The insights gained in our study can inform organizations, managers, and employees, particularly in future remote work contexts.
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Affiliation(s)
| | - Melanie De Ruiter
- Center for Strategy, Organization and Leadership, Nyenrode Business Universiteit, Breukelen, Netherlands
| | - Pascale Peters
- Center for Strategy, Organization and Leadership, Nyenrode Business Universiteit, Breukelen, Netherlands
- Organization, Leadership and Management, Inland School of Business and Social Sciences, Lillehammer, Norway
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Pagard S, Mathiassen SE, Brulin E, Rudolfsson T, Hallman DM. Effects of a Participative Workplace Intervention on Work Strategies and Expectations of Availability Among Office-Based Employees With Flexible Work Arrangements. IISE Trans Occup Ergon Hum Factors 2023; 11:109-122. [PMID: 38571371 DOI: 10.1080/24725838.2024.2329109] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 08/24/2023] [Accepted: 03/07/2024] [Indexed: 04/05/2024]
Abstract
Occupational ApplicationsWork strategies changed following a participatory workplace intervention among office-based employees with flexible work arrangements (FWA). Also, the intervention likely led to clearer rules and routines for FWA within the work group. As FWA increases, especially after the COVID-19 pandemic, it will be important to revise work strategies for both the individual and the work group. The results of this study are relevant in the context of interventions that can support organizations and employees in adopting work strategies promoting good working conditions and health in FWA.
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Affiliation(s)
- Sophie Pagard
- Department of Occupational Health, Psychology and Sports Sciences, University of Gävle, Gavle, Sweden
| | - Svend Erik Mathiassen
- Department of Occupational Health, Psychology and Sports Sciences, University of Gävle, Gavle, Sweden
| | - Emma Brulin
- Unit of Occupational Medicine, Institute of Environmental Medicine, Karolinska Institute, Stockholm, Sweden
| | - Thomas Rudolfsson
- Department of Occupational Health, Psychology and Sports Sciences, University of Gävle, Gavle, Sweden
| | - David M Hallman
- Department of Occupational Health, Psychology and Sports Sciences, University of Gävle, Gavle, Sweden
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Falco A, Girardi D, Elfering A, Peric T, Pividori I, Dal Corso L. Is Smart Working Beneficial for Workers' Wellbeing? A Longitudinal Investigation of Smart Working, Workload, and Hair Cortisol/Dehydroepiandrosterone Sulfate during the COVID-19 Pandemic. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:6220. [PMID: 37444069 PMCID: PMC10341102 DOI: 10.3390/ijerph20136220] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 03/09/2023] [Revised: 05/23/2023] [Accepted: 06/21/2023] [Indexed: 07/15/2023]
Abstract
Building on the job demands-resources (JD-R) and allostatic load (AL) models, in the present study we examined the role of smart working (SW) in the longitudinal association between workload/job autonomy (JA) and a possible biomarker of work-related stress (WRS) in the hair-namely, the cortisol-dehydroepiandrosterone sulfate (DHEA(S)) ratio-during the COVID-19 pandemic. Overall, 124 workers completed a self-report questionnaire (i.e., psychological data) at Time 1 (T1) and provided a strand of hair (i.e., biological data) three months later (Time 2, T2). Results from moderated multiple regression analysis showed that SW at T1 was negatively associated with the hair cortisol/DHEA(S) ratio at T2. Additionally, the interaction between workload and SW was significant, with workload at T1 being positively associated with the hair cortisol/DHEA(S) ratio at T2 among smart workers. Overall, this study indicates that SW is a double-edged sword, with both positive and negative consequences on employee wellbeing. Furthermore, our findings suggest that the hair cortisol/DHEA(S) ratio is a promising biomarker of WRS. Practical implications that organizations and practitioners can adopt to prevent WRS and promote organizational wellbeing are discussed.
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Affiliation(s)
- Alessandra Falco
- FISPPA Section of Applied Psychology, University of Padua, 35131 Padua, Italy
| | - Damiano Girardi
- FISPPA Section of Applied Psychology, University of Padua, 35131 Padua, Italy
| | - Achim Elfering
- Institute of Psychology, University of Bern, 3012 Bern, Switzerland
| | - Tanja Peric
- Department of Agricultural, Environmental and Animal Sciences, University of Udine, 33100 Udine, Italy
| | - Isabella Pividori
- Department of Agricultural, Environmental and Animal Sciences, University of Udine, 33100 Udine, Italy
| | - Laura Dal Corso
- FISPPA Section of Applied Psychology, University of Padua, 35131 Padua, Italy
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Wallberg M, Tinnerholm Ljungberg H, Björk Brämberg E, Nybergh L, Jensen I, Olsson C. Hindering and enabling factors for young employees with common mental disorder to remain at or return to work affected by the Covid-19 pandemic - a qualitative interview study with young employees and managers. PLoS One 2023; 18:e0286819. [PMID: 37285347 DOI: 10.1371/journal.pone.0286819] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/27/2022] [Accepted: 05/24/2023] [Indexed: 06/09/2023] Open
Abstract
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.
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Affiliation(s)
- Martina Wallberg
- Unit of Intervention and Implementation Research for Worker Health, Institute of Environmental Medicine, Karolinska Institutet, Stockholm, Sweden
| | - Helena Tinnerholm Ljungberg
- Unit of Intervention and Implementation Research for Worker Health, Institute of Environmental Medicine, Karolinska Institutet, Stockholm, Sweden
| | - Elisabeth Björk Brämberg
- Unit of Intervention and Implementation Research for Worker Health, Institute of Environmental Medicine, Karolinska Institutet, Stockholm, Sweden
| | - Lotta Nybergh
- Unit of Intervention and Implementation Research for Worker Health, Institute of Environmental Medicine, Karolinska Institutet, Stockholm, Sweden
| | - Irene Jensen
- Unit of Intervention and Implementation Research for Worker Health, Institute of Environmental Medicine, Karolinska Institutet, Stockholm, Sweden
| | - Caroline Olsson
- Unit of Intervention and Implementation Research for Worker Health, Institute of Environmental Medicine, Karolinska Institutet, Stockholm, Sweden
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Buzás B, Faragó K. Organizational adaptation to working from home in a crisis situation (COVID-19): the interaction between leaders' openness and followers' voice. Front Psychol 2023; 14:1181807. [PMID: 37303893 PMCID: PMC10249677 DOI: 10.3389/fpsyg.2023.1181807] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/07/2023] [Accepted: 05/10/2023] [Indexed: 06/13/2023] Open
Abstract
Introduction We investigated the effect of time spent at home on employee voice behavior and leadership openness during Covid 19. According to DeRue's adaptive leadership theory which offers an interactionist perspective to explain adaptive organizational behavior during an environmental crisis, we proposed that in the WFH's (work from home) reduced and limited communication space, leaders, who need more feedback, will encourage employees to express their opinions and will show more willingness to listen to them. Meanwhile, employees will ask more questions and make more suggestions to alleviate uncertainty and misunderstanding. Methods Using an online questionnaire, a cross-sectional study (N = 424) has been carried out with employees working from home for a different amount of their working time during the pandemic. Data were analyzed using structural equation models (SEM) in which the effect of leadership openness on employee voice behavior was assessed through the mediation of affective commitment, psychological safety, and intrinsic motivation. Results The results showed that in the WFH situation, time spent in home office had a low but significant direct negative effect on promotive voice behavior. At the same time, leadership openness was growing with the amount of time spent at home. Leadership openness counteracted the negative effect of WFH on voice behavior: although leadership openness did not have a direct significant effect on voice behavior, it had a positive effect on psychological safety and work motivation which, in turn, influenced positively both promotive and prohibitive voice behavior. Employee's voice, for its part, further augmented leadership openness. Discussion In our research we could demonstrate the contingent nature and the mutual influence patterns and feedback loops of leaders-employees exchange. In the WFH situation the openness of the leader is growing with the amount of time spent at home and with the amount of promotive voice manifested by the employee. In consent with DeRue social interactionist adaptive leadership theory, a mutually reinforcing process of leadership openness and employee voice could be demonstrated. We argue that leadership openness is a key factor to motivate employee voice behavior during WFH.
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Affiliation(s)
- Barnabás Buzás
- Doctoral School of Psychology, Eötvös Loránd University, Budapest, Hungary
- Institute of Psychology, Faculty of Education and Psychology, Eötvös Loránd University, Budapest, Hungary
| | - Klára Faragó
- Institute of Psychology, Faculty of Education and Psychology, Eötvös Loránd University, Budapest, Hungary
- Department of Organisational and Leadership Psychology, ELTE Faculty of Education and Psychology, Budapest, Hungary
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Hu L, Ye L, Guo M, Liu Y. The Impact of Leader Humor on Employee Creativity during the COVID-19 Period: The Roles of Perceived Workload and Occupational Coping Self-Efficacy. Behav Sci (Basel) 2023; 13:bs13040303. [PMID: 37102817 PMCID: PMC10136144 DOI: 10.3390/bs13040303] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/02/2023] [Revised: 02/15/2023] [Accepted: 03/08/2023] [Indexed: 04/05/2023] Open
Abstract
Based on the relief theory and similarity attraction theory, this study investigates the influence of leader humor on employee creativity through the mediate impact of employees’ perceived workload, occupational coping self-efficacy, and employee similarity perception with a leader as a potential moderator. The data were collected through an online survey that included matched questionnaire data from 351 employees and their direct leaders in China. This study used SPSS 26 software and Mplus 7.0 software to analyze the data and found that (1) leader humor has a significant positive impact on employees’ creativity; (2) employees’ perceived workload and occupational coping self-efficacy mediated the positive relationship between leader humor and employee creativity; (3) similarity perception negatively moderated the influence of leader humor on perceived workload, and it also positively moderated the influence of leader humor on occupational coping self-efficacy. In addition to corroborating and expanding on previous findings regarding the relationship between leader humor and employee creativity during the COVID-19 period, the aforementioned conclusions also derive management implications for fostering employee creativity and reducing employee workload from the perspective of leader humor.
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Affiliation(s)
- Lili Hu
- School of Economics and Management, Beijing Jiaotong University, Beijing 100044, China
| | - Long Ye
- School of Economics and Management, Beijing Jiaotong University, Beijing 100044, China
| | - Ming Guo
- School of Economics and Management, Beijing Jiaotong University, Beijing 100044, China
| | - Yunshuo Liu
- School of Economics and Management, Beijing Jiaotong University, Beijing 100044, China
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14
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Asgari H, Gupta R, Jin X. Impacts of COVID-19 on Future Preferences Toward Telework. TRANSPORTATION RESEARCH RECORD 2023; 2677:611-628. [PMID: 38603259 PMCID: PMC9412144 DOI: 10.1177/03611981221115078] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 04/13/2024]
Abstract
This paper presents a study in capturing the impacts of the mandatory pandemic-induced telework practice on workers' perceptions of the benefits, challenges, and difficulties associated with telecommuting and how those might influence their preference for telework in the future. Data was collected through an online survey conducted in South Florida in May 2020. Survey data showed that telework indices (either measured through actual behavior or stated preference) before, during, and after the pandemic were heterogeneous across socio-economic, demographic, and attitudinal segments. Before the outbreak, males, full-time students, those with PhD degrees, and high-income people showed higher percentages of involvement in jobs with a telework option. They also had higher pro-technology, pro-online education, workaholic, and pro-telework attitudes. During the pandemic, professional/managerial/technical jobs as well as jobs with lower physical-proximity measures showed the highest telework frequency. In view of future telework preferences, our analysis showed that those who were more pro-telework, pro-technology, and showed less dislike of telework dislike preferred higher telework frequency. A structural equation model was developed to assess the impacts of different predictors on telework behavior before the pandemic and preferences after the pandemic. While telework frequency before the pandemic was highly affected by the pro-telework attitude, the after-pandemic preferences were influenced by several other attitudes such as dislike telework, enjoy interaction, workaholic, as well as productivity factors. This might confirm the assumption that the mandatory practice through the pandemic has provided employees more experiences with work-from-home arrangements, which could reshape decisions and expectations around telework adoption in the future.
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Affiliation(s)
- Hamidreza Asgari
- Department of Civil and Environmental Engineering, Florida International University, Miami, FL
| | - Rajesh Gupta
- Global Data Insight & Analytics (GDIA), Ford Motor Company, Dearborn, MI
| | - Xia Jin
- Department of Civil and Environmental Engineering, Florida International University, Miami, FL
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15
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Fragão-Marques M, Ozben T. Digital transformation and sustainability in healthcare and clinical laboratories. Clin Chem Lab Med 2023; 61:627-633. [PMID: 36473150 DOI: 10.1515/cclm-2022-1092] [Citation(s) in RCA: 5] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/28/2022] [Accepted: 11/28/2022] [Indexed: 12/13/2022]
Abstract
Healthcare, and in particular, clinical laboratories, are major contributors to carbon emissions and waste. Sustainability in healthcare has shifted from an environmental concern towards a holistic definition that includes balancing socio-ecological and socio-technical systems, including health services effectiveness and cost efficiency. Digital transformation can reduce waste and the cost of services by enhancing effectiveness while maintaining quality. Digital health interventions can provide personalized patient-centered care on a global scale and include decision support systems that have the potential to improve the performance and quality of healthcare. The right interfaces must be used so that the advantages of going digital are felt throughout the health system: a successful and sustainable implementation of digital innovation depends on its integration into a functional health ecosystem. Telehealth has the potential to reduce carbon emissions due to the reduced daily commute of health professionals, although research is limited. Recently, economic models have changed from the linear "take-make-dispose" to circular models based on recycling and upcycling that have the goal of keeping products, components, and materials at their highest utility and value. The previous linear models threaten human health and well-being and harm natural ecosystems.
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Affiliation(s)
- Mariana Fragão-Marques
- Faculty of Medicine of the University of Porto, Porto, Portugal.,UnIC@RISE, Department of Surgery and Physiology, Faculty of Medicine of the University of Porto, Porto, Portugal.,São João University Hospital Center, Porto, Portugal
| | - Tomris Ozben
- Department of Clinical Biochemistry, Medical Faculty, Akdeniz University, Antalya, Turkiye.,Medical Faculty, Clinical and Experimental Medicine, University of Modena and Reggio Emilia, Modena, Italy
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16
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Cremers EE, Curşeu PL. Empowering leadership during the COVID-19 outbreak: Implications for work satisfaction and effectiveness in organizational teams. Front Psychol 2023; 14:1095968. [PMID: 37008864 PMCID: PMC10064044 DOI: 10.3389/fpsyg.2023.1095968] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/11/2022] [Accepted: 02/20/2023] [Indexed: 03/19/2023] Open
Abstract
The COVID-19 pandemic generated unprecedented challenges for social and organizational life. We set out to explore how empowering leadership and leadership support were affected as a result of the team-based organization starting to implement flexible and remote work practices after the outbreak of the COVID-19 pandemic. We collected data in a cross-lagged design and used the two-condition MEMORE mediation procedure to analyze data on work satisfaction and team effectiveness obtained just before and immediately after the COVID-19 outbreak in 34 organizational teams. Our results show that the COVID-19 outbreak did not significantly impact perceptions of empowering leadership or perceived leadership support. However, teams that experienced changes in empowering leadership also reported proportional changes in work satisfaction and effectiveness. Finally, we show that the association between empowering leadership and leadership support, on the one hand, and work satisfaction in teams, on the other hand, is moderated by team size, such that the strength of the association is higher in small rather than large organizational teams. We conclude by arguing that the team-based organization absorbed well the impact and disruptions associated with the COVID-19 outbreak. We also stress the role of empowering leadership as a driver of work satisfaction and the effectiveness of organizational teams.
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Affiliation(s)
| | - Petru Lucian Curşeu
- Department of Organization, Open Universiteit, Heerlen, Netherlands
- Department of Psychology, Babeş-Bolyai University, Cluj-Napoca, Romania
- *Correspondence: Petru Lucian Curşeu
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17
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Mertens S, Schollaert E. Performance Feedback During a Pandemic – (Social) Distancing from Feedback? JOURNAL OF PERSONNEL PSYCHOLOGY 2023. [DOI: 10.1027/1866-5888/a000317] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/11/2023]
Abstract
Abstract. Debate over performance management (PM) is at an all-time high. However, little is known about PM and feedback when employees work from home. In this qualitative study, we interview 45 human resources (HR) managers to clarify how PM practices in organizations may have transformed during the COVID-19 pandemic and accompanying teleworking measures. Based on the interviews, organizations were categorized according to their pre-COVID-19 PM approach (i.e., formal, informal, both). HR managers of organizations that applied both formal and informal PM practices indicated that they felt they could adapt to the rapidly changing environment most easily. Moreover, these organizations provided employees with digital tools and training. Since hybrid working will remain relevant post-COVID-19, we identify future research propositions and practical recommendations.
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Affiliation(s)
- Shana Mertens
- Department of Marketing, Innovation and Organization, Faculty of Economics and Business Administration, Ghent University, Ghent, Belgium
| | - Eveline Schollaert
- Department of Marketing, Innovation and Organization, Faculty of Economics and Business Administration, Ghent University, Ghent, Belgium
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18
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Deschênes AA. Professional isolation and pandemic teleworkers' satisfaction and commitment: The role of perceived organizational and supervisor support. EUROPEAN REVIEW OF APPLIED PSYCHOLOGY = REVUE EUROPEENNE DE PSYCHOLOGIE APPLIQUEE 2023; 73:100823. [PMID: 36337094 PMCID: PMC9624115 DOI: 10.1016/j.erap.2022.100823] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 02/17/2022] [Revised: 09/23/2022] [Accepted: 09/28/2022] [Indexed: 02/11/2023]
Abstract
Background The COVID-19 pandemic has abruptly and profoundly changed the way people interact with their organization, their colleagues and their supervisor. Objective This study assesses the effects of telework-induced professional isolation due to the pandemic. Drawing on organizational support theory, this study examines the relationship between professional isolation and satisfaction with the telework experience and affective organizational commitment during mandatory teleworking caused by the COVID-19 crisis. It does so by focusing on the moderating role of perceived organizational and supervisor support in these relations. Methods Data was collected via self-reported survey questionnaires from 728 pandemic teleworkers from various industry sectors in Quebec during the COVID-19 crisis. The study's hypotheses were tested using structural equation modeling (SEM), and moderation effects were probed with the Johnson-Neyman technique. Results The results reveal that professional isolation negatively affects satisfaction with the telework experience, but does not affect affective organizational commitment. The relationship between satisfaction with telework and professional isolation was moderated by perceived organizational support, and the relationship between affective organizational commitment and professional isolation was moderated by perceived supervisor support. Conclusion This study expands the organizational support theory by examining perceived organizational and supervisor support during a crisis as a counterbalance to a challenging social and organizational climate that has led to professional isolation. The implications of the findings as well as future directions for research on professional isolation and telework are discussed.
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19
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Leonard C, Connelly B, Kwan B, Albright K, Gilmartin H. Addressing leadership communication, parenting demands and mental health challenges: a mixed-methods case study of clinical and translational scientists during COVID-19. BMJ LEADER 2023; 7:38-44. [PMID: 37013885 DOI: 10.1136/leader-2021-000523] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/02/2021] [Accepted: 06/17/2022] [Indexed: 11/04/2022]
Abstract
BACKGROUND In March 2020, academic research centres in Colorado were closed to prevent the spread of COVID-19. Scientists and research staff were required to continue their work remotely with little time to prepare for the transition. METHODS This survey study used an explanatory sequential mixed-method design to explore clinical and translational researcher and staff experiences of the transition to remote work during the first 6 weeks of the COVID-19 pandemic. Participants indicated the level of interference with their research and shared their experiences of remote work, how they were impacted, how they were adapting and coping, and any short-term or long-term concerns. RESULTS Most participants indicated that remote work interfered with their research to a moderate or great degree. Participant stories illuminated the differences of remote work prior to and during COVID-19. They described both challenges and silver linings. Three themes that highlight the challenges of transitioning to remote work during a pandemic were: (1) Leadership communication: 'Leadership needs to revisit their communication strategy'; (2) Parenting demands: Parents are 'multitasked to death' every day and (3) Mental health challenges: The COVID-19 experience is 'psychologically taxing'. CONCLUSIONS The study findings can be used to guide leaders in building community, resiliency and support productivity during current and future crises. Potential approaches to address these issues are proposed.
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Affiliation(s)
- Chelsea Leonard
- Seattle/Denver Center of Innovation (COIN), VA Eastern Colorado Health Care System, Aurora, Colorado, USA
- Division of Health Care Policy and Research, University of Colorado Medical Campus, Aurora, Colorado, USA
| | - Brigid Connelly
- Seattle/Denver Center of Innovation (COIN), VA Eastern Colorado Health Care System, Aurora, Colorado, USA
| | - Bethany Kwan
- Department of Emergency Medicine, University of Colorado - Anschutz Medical Campus, Aurora, Colorado, USA
- Colorado Clinical and Translational Sciences Institute, Aurora, Colorado, USA
| | - Karen Albright
- Seattle/Denver Center of Innovation (COIN), VA Eastern Colorado Health Care System, Aurora, Colorado, USA
- Division of General Internal Medicine, University of Colorado - Anschutz Medical Campus, Aurora, Colorado, USA
| | - Heather Gilmartin
- Seattle/Denver Center of Innovation (COIN), VA Eastern Colorado Health Care System, Aurora, Colorado, USA
- Colorado Clinical and Translational Sciences Institute, Aurora, Colorado, USA
- Colorado School of Public Health - Health Systems, Management and Policy, University of Colorado - Anschutz Medical Campus, Aurora, Colorado, USA
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20
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Nemțeanu MS, Dabija DC. Negative Impact of Telework, Job Insecurity, and Work-Life Conflict on Employee Behaviour. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:4182. [PMID: 36901192 PMCID: PMC10002209 DOI: 10.3390/ijerph20054182] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 02/02/2023] [Revised: 02/18/2023] [Accepted: 02/24/2023] [Indexed: 06/17/2023]
Abstract
The COVID-19 pandemic imposed a large-scale adoption of teleworking in various fields, accepted by many employers as the ideal solution to protect their employees against the risk of contracting SARS-CoV-2. Working from home generated substantial savings for organisations and also contributed to alleviating employee stress. In addition to the potential positive effects, telework during COVID-19 favoured counterproductive behaviour, job insecurity, and intention to retire because of the negative outcomes generated by the growing conflict between personal life and working from home and professional and social isolation. The purpose of this research is to define and analyse a conceptual model capable of highlighting the way in which telework, job insecurity, and work-life conflict led to professional isolation and turnover intention, and finally, to the counterproductive behaviour of employees during the COVID-19 pandemic. This research was implemented using employees in Romania, an emerging European economy severely affected by the recent pandemic. The results have been analysed with the help of structural equations in SmartPLS, thus reflecting a significant influence of teleworking on work-life conflict, professional isolation, intentions, and insecurity during the pandemic. The insecurity of employees trained in teleworking contributes significantly to enhancing work-life conflict and professional isolation.
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21
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Fuchs C, Reichel A. Effective communication for relational coordination in remote work: How job characteristics and
HR
practices shape user–technology interactions. HUMAN RESOURCE MANAGEMENT 2023. [DOI: 10.1002/hrm.22161] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/21/2023]
Affiliation(s)
- Christina Fuchs
- Department of Business, Human Resource Management Group University of Salzburg Salzburg Austria
| | - Astrid Reichel
- Department of Business, Human Resource Management Group University of Salzburg Salzburg Austria
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22
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Abi Saad E, Agogué M. Creativity in virtual teams: Systematic review, synthesis and research agenda. CREATIVITY AND INNOVATION MANAGEMENT 2023. [DOI: 10.1111/caim.12540] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/19/2023]
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23
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Rennie SM, Prieur L, Platt M. Communication style drives emergent leadership attribution in virtual teams. Front Psychol 2023; 14:1095131. [PMID: 37034919 PMCID: PMC10080718 DOI: 10.3389/fpsyg.2023.1095131] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/10/2022] [Accepted: 02/20/2023] [Indexed: 04/11/2023] Open
Abstract
Leader selection plays a key role in how human social groups are formed and maintained. Leadership is either assigned through formal processes within an organization, or emerges informally through interactions with other group members-particularly in novel contexts. COVID-19 has accelerated the adoption of virtual meetings and more flexible team structures. However our understanding of how assigned leadership influences subsequent leadership emergence in virtual settings is limited. Here we examine the relationship between assigned leadership within an existing organization and subsequent emergent leadership attributions as members engage in virtual interactions. To do so, we created and implemented a novel virtual group decision-making task designed to support quantification of a more comprehensive set of communication style elements, such as speech dynamics and facial expressions, as well as task behaviors. Sixteen members of a real world organization engaged four repeated rounds of a group decision making task with new team members each time. We found participants made novel attributions of emergent leadership rather than relying solely on existing assigned leadership. While assigned leadership did influence leadership attributions, communication style, including amount of speech but also variability in facial expressions, played a larger role. The behavior of these novel emergent leaders was also more consistent with expectations of leadership behavior: they spoke earlier, more often, and focused more on the correct decision than did assigned leaders. These findings suggest that, even within existing social networks, virtual contexts promote flexible group structures that depend more on communication style and task performance than assigned leadership.
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Affiliation(s)
- Scott M. Rennie
- Department of Neuroscience, University of Pennsylvania, Philadelphia, PA, United States
- Department of Marketing, University of Pennsylvania, Philadelphia, PA, United States
- *Correspondence: Scott Rennie,
| | - Lana Prieur
- Department of Psychology, University of Pennsylvania, Philadelphia, PA, United States
| | - Michael Platt
- Department of Neuroscience, University of Pennsylvania, Philadelphia, PA, United States
- Department of Marketing, University of Pennsylvania, Philadelphia, PA, United States
- Department of Psychology, University of Pennsylvania, Philadelphia, PA, United States
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24
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Lescarret C, Lemercier C, Le Floch V. Coworking spaces vs. home: Does employees' experience of the negative aspects of working from home predict their intention to telework in a coworking space? Front Psychol 2022; 13:1079691. [PMID: 36571065 PMCID: PMC9773556 DOI: 10.3389/fpsyg.2022.1079691] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/25/2022] [Accepted: 11/21/2022] [Indexed: 12/13/2022] Open
Abstract
In this study, we investigated the determinants of employees' intention to telework in a coworking space, with the assumption that employees' experience with the negative aspects of teleworking from home would impact their intention to telework in a coworking space in the future. A sample of 268 French teleworkers answered an online questionnaire measuring their experience of several negative aspects of teleworking from home (e.g., perceived social isolation), and their opinion toward teleworking in a coworking space (perceived usefulness, perceived feasibility, attitude and behavioral intention). Results indicate that perceived social isolation and perceived lack of working comfort when working from home directly impacted how useful participants perceived teleworking in a coworking space to be, and indirectly their intention to telework in a coworking space in the future. Budget, management agreement and job compatibility were, however, identified as factors mitigating participants' intention to telework in a coworking space, even if perceived as potentially beneficial.
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25
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Miglioretti M, Gragnano A, Simbula S, Perugini M. Telework quality and employee well-being: Lessons learned from the COVID-19 pandemic in Italy. NEW TECHNOLOGY WORK AND EMPLOYMENT 2022; 38:NTWE12263. [PMID: 36718468 PMCID: PMC9877874 DOI: 10.1111/ntwe.12263] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/20/2021] [Revised: 11/08/2022] [Accepted: 11/25/2022] [Indexed: 12/13/2022]
Abstract
The coronavirus disease 2019 (COVID-19) forced organisations to implement intensive telework for many of their workers overnight. This scenario was completely new, and the emergency caused by COVID-19 created the possibility of experimenting with new ways of working with an unknown impact on employee well-being. Drawing on previous literature, we defined a model of telework quality consisting of the following four core domains: agile offices within organisations, functional remote workstations, flex-time and engaging management. We identified two high-quality and low-quality telework profiles using latent profile analysis on a data sample of 2295 insurance and financial sector employees. Demographic, occupational and procedural characteristics were associated with the probability of being in the positive or negative profiles. Our results showed that employees' emotional exhaustion and work engagement levels were related to telework quality. This study suggests that organisations need to consider the quality of telework to effectively adopt new ways of working that foster employee well-being.
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Affiliation(s)
- Massimo Miglioretti
- Department of Psychology, Bicocca Center for Applied PsychologyUniversity of Milano‐BicoccaMilanItaly
| | - Andrea Gragnano
- Department of Psychology, Bicocca Center for Applied PsychologyUniversity of Milano‐BicoccaMilanItaly
| | - Silvia Simbula
- Department of Psychology, Bicocca Center for Applied PsychologyUniversity of Milano‐BicoccaMilanItaly
| | - Marco Perugini
- Department of Psychology, Bicocca Center for Applied PsychologyUniversity of Milano‐BicoccaMilanItaly
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26
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Tautz DC, Schübbe K, Felfe J. Working from home and its challenges for transformational and health-oriented leadership. Front Psychol 2022; 13:1017316. [DOI: 10.3389/fpsyg.2022.1017316] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/11/2022] [Accepted: 10/10/2022] [Indexed: 12/03/2022] Open
Abstract
The Covid-19 crisis forced many employees to abruptly relocate their workplace from the office to their homes. As working from home is expected to remain part of our working world, consequences for leadership need to be examined. Our study aims to investigate the concrete challenges regarding the feasibility of transformational leadership and health-oriented leadership in this remote setting. Therefore, we collected quantitative and qualitative data of 23 leaders and 18 employees from various organizations in Germany. Both groups were asked to report their experiences during working from home in comparison to the traditional office setting. Findings of our study provide a comprehensive understanding regarding the underlying mechanism that impede transformational and health-oriented leadership in the remote setting. Among them participants reported a lack of social presence, limited informal chats, communication difficulties and lack of mutual trust. Based on our findings we derive practical implications for leaders and HR practitioners.
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27
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Ameel M, Myllynen M, Kallakorpi S. Exploring Hybrid Leadership: Experiences of Remote Leadership in Healthcare. J Nurs Adm 2022; 52:653-658. [PMID: 36409258 DOI: 10.1097/nna.0000000000001227] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/23/2022]
Abstract
OBJECTIVE The aim of this study was to describe leaders' experiences of remote leadership during the 1st year of the COVID-19 pandemic. BACKGROUND The COVID-19 pandemic accelerated remote work. However, there is little research on the experience of remote leadership in the healthcare setting. METHODS Data were collected using focus group interviews and analyzed by thematic analysis. RESULTS A total of 8 leaders from a psychiatric care setting participated. The following themes were identified: increased work efficiency, work well-being, lack of organizational support, the need to be present, and the desire for a hybrid leadership model for the future. CONCLUSIONS Remote leadership includes both benefits and challenges for healthcare leaders and organizations. Leaders in this study emphasized the need to be present for the clinical personnel and proposed a hybrid leadership model. To succeed in combining remote and face-to-face work and leadership in a new model, organizations need to provide clear guidelines and training for remote work and leadership.
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Affiliation(s)
- Maria Ameel
- Author Affiliations: Development Manager (Dr Ameel) and Deputy Nurse Manager (Mr Myllynen), Helsinki University Hospital Brain Center, Helsinki; Postdoc Researcher (Dr Ameel), Department of Nursing Science, University of Turku, Turku; Deputy Nurse Manager (Mr Myllynen), Department of Psychiatry, University of Helsinki, Helsinki; and Senior Lecturer (Ms Kallakorpi), Diaconia University of Applied Sciences, Helsinki, Finland
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Chidambaram V, Ramachandran G, Chandrasekar T, Parayitam S. Relationship between stress due to COVID-19 pandemic, telecommuting, work orientation and work engagement: Evidence from India. JOURNAL OF GENERAL MANAGEMENT 2022. [DOI: 10.1177/03063070221116512] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Abstract
The purpose of the present study is to examine the effect of stress induced by coronavirus (COVID-19), telecommuting, and work orientation on work engagement among employees in the Information Technology (IT) sector. Using a structured survey instrument, data were collected from 285 respondents from four cosmopolitan cities in the southern part of India—Chennai, Coimbatore, Tiruchirappalli, and Madurai using a structured instrument. The hierarchical regression results reveal that (i) stress induced by COVID-19 was negatively related to work engagement, (ii) work orientation is positively associated with work engagement, and (iii) telecommuting is positively associated with work engagement. The results also reveal that (i) telecommuting weakened the relationship between stress induced by COVID-19 and work engagement and (ii) strengthened the positive relationship between work orientation and work engagement. These results are consistent with Job Demands and Resources (JDR), Conservation of Resources Theory (COR), and Career Construction Theory (CCT). The study highlights the importance of telecommuting as a strategic move on the part of the companies to reduce stress and enhance work engagement. Considering the global pandemic situation, employees in the IT sector would find it comfortable to work from their homes and contribute their best for the success of organizations. The present study also suggests ways for the organizations to promote work engagement and remain committed to performing during stressful situations like a global pandemic. The theoretical and practical implications are discussed.
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Affiliation(s)
| | | | | | - Satyanarayana Parayitam
- Department of Management and Marketing, Charlton College of Business, University of Massachusetts Dartmouth, North Dartmouth, MA, USA
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29
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Garavand A, Jalali S, Hajipour Talebi A, Sabahi A. Advantages and disadvantages of teleworking in healthcare institutions during COVID-19: A systematic review. INFORMATICS IN MEDICINE UNLOCKED 2022; 34:101119. [PMID: 36373130 PMCID: PMC9637285 DOI: 10.1016/j.imu.2022.101119] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/02/2022] [Revised: 10/24/2022] [Accepted: 10/25/2022] [Indexed: 11/08/2022] Open
Abstract
Introduction The prevalence of COVID-19 as pandemic disease and efforts to control it have caused extensive changes in work methods and the global growth of teleworking, especially in health. This study aimed to investigate the advantages and disadvantages of teleworking in healthcare institutions during the Covid-19 era. Methods This systematic review was conducted up to January 1, 2022, by searching the relevant keywords in PubMed, Scopus, Web of Science, and ProQuest databases. Study selection has been conducted based on inclusion and exclusion criteria. Data extraction was done using the data extraction form based on the study objectives. Results From all 276 articles retrieved, 14 studies were included in the study. The results show that England had the highest number of articles (6 articles). The advantages of teleworking have ten categories, and the disadvantages have nine categories. The most important benefits of teleworking include facilitating service delivery, increasing satisfaction, supporting healthcare providers, and reducing costs. The most important disadvantages of using teleworking have been the lack of facilities and support, the lack of technology acceptance, and reduced interactions between healthcare providers. Conclusion Although teleworking was a suitable solution for some problems in healthcare institutions during COVID-19, it is also associated with obstacles. It is recommended that managers make policies and guidelines to use appropriate technologies, provide facilities, and have continuous support and increased interactions between healthcare providers and patients.
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30
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Efimov I, Rohwer E, Harth V, Mache S. Virtual leadership in relation to employees' mental health, job satisfaction and perceptions of isolation: A scoping review. Front Psychol 2022; 13:960955. [DOI: 10.3389/fpsyg.2022.960955] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/03/2022] [Accepted: 10/12/2022] [Indexed: 11/13/2022] Open
Abstract
BackgroundThe significant increase of digital collaboration, driven by the current COVID-19 pandemic, is resulting in changes in working conditions and associated changes in the stress-strain perception of employees. Due to the evident leadership influence on employees' health and well-being in traditional work settings, there is a need to investigate leadership in virtual remote work contexts as well. The objective of this scoping review was to assess the extent and type of evidence concerning virtual leadership in relation to employees' mental health, job satisfaction and perceptions of isolation.MethodA search was undertaken in five databases, PubMed, Cochrane Library, PsycINFO, PSYNDEX and Web of Science, as well as reference lists of included articles on 9th February 2021 and an update on 28th September 2021. The search strategy was limited to English, German and French language, peer reviewed journal articles published from January 2000 onwards. This scoping review was conducted in accordance with the JBI methodology for scoping reviews. The methodological quality of the included studies was assessed using the JBI critical appraisal tools. A narrative synthesis was conducted.ResultsNineteen studies met the eligibility criteria for this review. Overarching review findings suggested a positive link between virtual leadership and well-being, job satisfaction, and a negative link to psychological strain, stress and perceptions of isolation of digitally collaborating employees.ConclusionsBy mapping the available evidence on virtual leadership in relation to health and work-related employee outcomes, the review identified many research gaps in terms of content and methodology. Due to limited data, causal relationships were not derived. Future research is needed to examine the complex cause-and-effect relationships of virtual leadership in more detail.
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Bollestad V, Amland JS, Olsen E. The pros and cons of remote work in relation to bullying, loneliness and work engagement: A representative study among Norwegian workers during COVID-19. Front Psychol 2022; 13:1016368. [PMID: 36389502 PMCID: PMC9641189 DOI: 10.3389/fpsyg.2022.1016368] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/10/2022] [Accepted: 10/04/2022] [Indexed: 12/05/2022] Open
Abstract
Remote work became the new normal during COVID-19 as a response to restrictions imposed by governments across the globe. Therefore, remote work’s impact on employee outcomes, well-being, and psychological health has become a serious concern. However, the knowledge about the mechanisms and outcomes of remote work is still limited. In this study, we expect remote work to be negatively related to bullying and assume that bullying will mediate remote work’s impact on work engagement and loneliness. To test our hypothetical model, we applied a cross-sectional design using data from a large representative sample of 1,511 Norwegian workers. The data were collected in September 2021 during a period of COVID-19 restrictions in Norway. The results confirmed our hypotheses: remote work was positively related to loneliness and work engagement but negatively related to bullying. Further, bullying was positively related to loneliness and negatively related to work engagement. Moreover, bullying was also found to play a partial mediating role, supporting our hypothesis. This study suggests that remote work is related to both positive and negative mechanisms in the workplace. Remote work can potentially reduce bullying and have a protective function in preventing bullying. However, since remote work has positive relations with both loneliness and work engagement, this study illustrates that organizations should be cautious and perhaps consider a moderate level of remote work. Hence, the results have several implications for HR policies and management.
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Elahi NS, Abid G, Contreras F, Fernández IA. Work-family and family-work conflict and stress in times of COVID-19. Front Psychol 2022; 13:951149. [PMID: 36304883 PMCID: PMC9595337 DOI: 10.3389/fpsyg.2022.951149] [Citation(s) in RCA: 7] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/23/2022] [Accepted: 08/15/2022] [Indexed: 10/17/2023] Open
Abstract
This study aims to investigate the spillover impact of work-family/family-work conflict and stress on five major industrial sectors (education, textile, hospitals, banks, and retail stores), during the first wave of Covid-19. The purpose of this cross-sectional study is twofold; firstly, to test a hypothesized model where work-family/family-work conflicts are related to stress and where stress could exert a mediating role in such relationships. Secondly, we seek to explore the presence of these conflicts and stress in each of the five major industrial sectors and evaluate if there are significant differences between them, identifying the sociodemographic characteristics associated. Two questionnaires were applied to 748 employees from the selected industries. According to our results, stress predicts both types of conflict and also exerts a mediator role. It was primarily found that the five sectors are significantly different regarding the work-family/family-work conflicts and stress. Findings and implications are discussed.
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Affiliation(s)
| | - Ghulam Abid
- Department of Business Studies, Kinnaird College for Women University, Lahore, Pakistan
| | - Francoise Contreras
- School of Management and Business, Universidad del Rosario, Bogotá, Colombia
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Nawaz M, Abid G, Islam T, Hwang J, Lassi Z. Providing Solution in an Emergency: COVID-19 and Voice Behavior of Healthcare Professionals. SAGE OPEN 2022; 12:21582440221141700. [PMID: 36532877 PMCID: PMC9747370 DOI: 10.1177/21582440221141700] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Indexed: 06/17/2023]
Abstract
This study investigates the mechanism between idiosyncratic deals (I-deals) and voice behavior, considering display aggression and deontic justice as mediating variables. We collected data from 702 nurses and their immediate supervisors who work with COVID-19 patients through survey questionnaires at two different times, and we analyzed the data using structural equation modeling (SEM). We found that I-deals are significantly associated with deontic justice and voice behavior. Moreover, I-deals are significant but negatively associated with displayed aggression, which is significant and negatively associated with voice behavior. In addition, deontic justice and display aggression mediate the association between I-deals and voice behavior. These findings suggest that the hospitals' top management should provide I-deals to nurses to improve their voice behavior.
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Affiliation(s)
- Muhammad Nawaz
- National College of Business Administration & Economics, Lahore, Pakistan
| | - Ghulam Abid
- Kinnaird College for Women, Lahore, Pakistan
| | | | - Jinsoo Hwang
- Sejong University, Gwangjin-gu, Republic of Korea
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Chapano M, Mey MR, Werner A. Adoption of digital strategies across the human resource value chain. SOUTH AFRICAN JOURNAL OF HUMAN RESOURCE MANAGEMENT 2022. [DOI: 10.4102/sajhrm.v20i0.1992] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/01/2022] Open
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De Vincenzi C, Pansini M, Ferrara B, Buonomo I, Benevene P. Consequences of COVID-19 on Employees in Remote Working: Challenges, Risks and Opportunities An Evidence-Based Literature Review. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:11672. [PMID: 36141948 PMCID: PMC9517495 DOI: 10.3390/ijerph191811672] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 07/25/2022] [Revised: 09/06/2022] [Accepted: 09/09/2022] [Indexed: 06/16/2023]
Abstract
The COVID-19 pandemic forced organizations across all sectors and sizes to undertake crucial changes in order to remain productive during the emergency. Among these, the shift towards remote working arrangements is still present in our workplaces, impacting employees' well-being and productivity. This systematic review aims to describe the pandemic's consequences on work organization by analyzing whether and how the shift towards remote or home-working impacted employees' productivity, performance, and well-being. Furthermore, it describes the role of individual and organizational factors in determining employees' adjustment to remote work. Sixty-seven peer-reviewed papers published from 2020 to 2022, written in English, were selected through the preferred reporting items for systematic reviews and meta-analyses (PRISMA) guidelines. Findings describe how remote working arrangements, the workplace and organizational factors, and the employees' individual traits and skills impacted employees' productivity and well-being. Furthermore, they provide a description of the organizational enforcement actions reported in the literature. Managerial and practical implications, such as enforcement actions, team management strategies, and initiatives to promote employees' physical and mental health, will be discussed in the paper.
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Tigre FB, Curado C, Henriques PL. Digital Leadership: A Bibliometric Analysis. JOURNAL OF LEADERSHIP & ORGANIZATIONAL STUDIES 2022. [DOI: 10.1177/15480518221123132] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Digital disruption has changed organizations in an unprecedented way. The thriving field of digital leadership is expanding fast and few retrospective studies on this evolution have been made so far. This study presents a bibliometric and network analysis combining both Scopus and Web of Science databases to provide fresh insights into the evolution of the digital leadership research field. This study is based on a review of 79 publications from 57 journals, published between 2000 and 2020. The newness of the topic and the range of journals in which it is published confirms that digital leadership has gained interest from several different areas. Bibliometric analysis provides a description of the research field identifying the leading publishing journals, affiliation statistics, and most influential authors and expressive publications in the research field. Network analyses identify keyword evolution over time, co-citation relationships, and research clusters. Content analysis is used to identify key topics in the field with attention paid to interrelations among them. A brief description of each paper in the dataset and its methodological approach is provided. The results suggest that the topic will continue to attract more research, as it has not yet entered its maturity stage. This paper contributes to the literature by analyzing the relationship between digital leadership and e-leadership. This study also identifies the most leading digital leadership capabilities for a fast-changing world. Limitations and future avenues are also discussed.
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Affiliation(s)
- Fernanda Bethlem Tigre
- Advance/CSG, ISEG – Lisbon School of Economics & Management, Universidade de Lisboa, Lisboa, Portugal
| | - Carla Curado
- Advance/CSG, ISEG – Lisbon School of Economics & Management, Universidade de Lisboa, Lisboa, Portugal
| | - Paulo Lopes Henriques
- Advance/CSG, ISEG – Lisbon School of Economics & Management, Universidade de Lisboa, Lisboa, Portugal
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Jiménez Carranza CC, Aguilar Bustamante MC, Peiró JM. Revisión sistemática de estudios empíricos en el liderazgo electrónico. UNIVERSITAS PSYCHOLOGICA 2022. [DOI: 10.11144/javeriana.upsy20.rvee] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/14/2022]
Abstract
El objetivo de la presente investigación es realizar una revisión sistemática de los estudios empíricos organizacionales cuya temática central fuera el liderazgo electrónico. Para esto, la revisión siguió los lineamientos y recomendaciones de PROSPERO. Las bases de datos consultadas fueron Scopus, Dimensions, Science Direct, Ebsco Host, Web of Science y Proquest. En total, se revisaron 21 estudios empíricos, en español y en inglés, publicados entre los años 2012 al 2021, que cumplían con los criterios de selección. La mayoría de los estudios sugieren que se realicen investigaciones empíricas en diferentes países y en organizaciones en sectores económicos variados; además el liderazgo electrónico es una opción para aquellos que requieren contar con talentos que por su ubicación geográfica están dispersos y afianzar alianzas inter-organizativas fomentando la creación de equipos virtuales y alcanzar un mayor desempeño laboral y por consiguiente de la organización. Al final se discuten sus implicaciones y limitaciones.
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Abd Shaheen AR, Alzubaidy LMI. Challenges Performance Facing Global Virtual Teams In Global Software Development:Literature Review. 2022 8TH INTERNATIONAL CONFERENCE ON CONTEMPORARY INFORMATION TECHNOLOGY AND MATHEMATICS (ICCITM) 2022. [DOI: 10.1109/iccitm56309.2022.10031965] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 09/01/2023]
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Nagarajan R, Swamy RA, Reio TG, Elangovan R, Parayitam S. The COVID-19 impact on employee performance and satisfaction: a moderated moderated-mediation conditional model of job crafting and employee engagement. HUMAN RESOURCE DEVELOPMENT INTERNATIONAL 2022. [DOI: 10.1080/13678868.2022.2103786] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/16/2022]
Affiliation(s)
- Rajbarath Nagarajan
- Department of Commerce, Bishop Heber College (Autonomous), Affiliated to Bharathidasan University, Tiruchirappalli, India
| | - Ravikumar Alagiri Swamy
- Department of Commerce, Bishop Heber College (Autonomous), Affiliated to Bharathidasan University, Tiruchirappalli, India
| | - Thomas G. Reio
- Educational Policy Studies, College of Arts, Sciences, and Education, Florida International University, Miami, FL, USA
| | - Rajesh Elangovan
- Department of Commerce, Bishop Heber College (Autonomous), Affiliated to Bharathidasan University, Tiruchirappalli, India
| | - Satyanarayana Parayitam
- Department of Management and Marketing, Charlton College of Business, University of Massachusetts Dartmouth, North Dartmouth, MA, USA
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Kaiser S, Suess S, Cohen R, Mikkelsen EN, Pedersen AR. Working from home: Findings and prospects for further research. GERMAN JOURNAL OF HUMAN RESOURCE MANAGEMENT-ZEITSCHRIFT FUR PERSONALFORSCHUNG 2022. [DOI: 10.1177/23970022221106973] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Working from home has not only attracted attention during the Covid-19 pandemic but has been researched for a long time in connection with topics such as the flexibilization of work, digitalisation and changing values. Central issues around the organisational and societal phenomenon of working from home are linked to the resources and strains of employees. This has direct consequences for the leadership and management of human resources. In this article, we review the results of research contributions available in this issue and at the same time show that working from home raises even broader questions, for example about the emergence of new hybrid forms of organisation and employment or social justice or new infrastructures for living and working.
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Garretsen H, Stoker JI, Soudis D, Wendt H. The pandemic that shocked managers across the world: the impact of the COVID-19 crisis on leadership behavior. THE LEADERSHIP QUARTERLY 2022:101630. [PMID: 35719269 PMCID: PMC9189185 DOI: 10.1016/j.leaqua.2022.101630] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/15/2021] [Revised: 05/27/2022] [Accepted: 06/02/2022] [Indexed: 11/16/2022]
Abstract
In March 2020, the COVID-19 virus turned into a pandemic that hit organizations globally. This pandemic qualifies as an exogenous shock. Based on the threat-rigidity hypothesis, we hypothesize that this shock led to an increase in directive leadership behavior. We also argue that this relationship depends on the magnitude of the crisis and on well-learned responses of managers. In our empirical analysis we employ a differences-in-differences design with treatment intensity and focus on the period of the first lockdown, March until June 2020. Using a dataset covering monthly data for almost 27,000 managers across 48 countries and 32 sectors for January 2019 to December 2020, we find support for the threat-rigidity hypothesis. During the first lockdown, directive leadership increased significantly. We also find that this relationship is moderated by COVID-19 deaths per country, the sectoral working from home potential, and the organizational level of management. Our findings provide new evidence how large exogenous shocks like COVID-19 can impact leadership behavior.
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Affiliation(s)
- Harry Garretsen
- University of Groningen, Faculty of Economics and Business, The Netherlands
| | - Janka I Stoker
- University of Groningen, Faculty of Economics and Business, The Netherlands
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Out of Sight, Out of Mind? A Longitudinal Investigation of Smart Working and Burnout in the Context of the Job Demands–Resources Model during the COVID-19 Pandemic. SUSTAINABILITY 2022. [DOI: 10.3390/su14127121] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/01/2023]
Abstract
The academic interest in smart working, a form of flexible work characterized by the use of technology to conduct one’s work, has dramatically increased over recent years, especially during the COVID-19 pandemic. Building on the job demands–resources (JD-R) model, in this study we investigate whether smart working affects the longitudinal association between perceived work characteristics, such as workload and social support (SS), and workers’ health and well-being, in terms of exhaustion. Overall, 185 workers completed a self-report questionnaire at two time points (four-month time-lag) during the COVID-19 outbreak. The results from moderated multiple regression analysis partially support our predictions. The longitudinal association between workload and exhaustion was positive—although marginally significant—for smart workers, but nonsignificant for in-person workers. Contrarily, the longitudinal association between SS and exhaustion was negative for in-person workers, but nonsignificant for smart workers. Overall, this study suggests that, to support employees’ health and productivity, work characteristics—both physical and psychosocial—should fit the new way of working as well as remote workers’ specific needs and expectations. Hence, to promote sustainable work, interventions should be aimed at helping smart workers to manage their workload effectively, as well as reducing professional and social isolation.
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Virtual Reality for Safe Testing and Development in Collaborative Robotics: Challenges and Perspectives. ELECTRONICS 2022. [DOI: 10.3390/electronics11111726] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Collaborative robots (cobots) could help humans in tasks that are mundane, dangerous or where direct human contact carries risk. Yet, the collaboration between humans and robots is severely limited by the aspects of the safety and comfort of human operators. In this paper, we outline the use of extended reality (XR) as a way to test and develop collaboration with robots. We focus on virtual reality (VR) in simulating collaboration scenarios and the use of cobot digital twins. This is specifically useful in situations that are difficult or even impossible to safely test in real life, such as dangerous scenarios. We describe using XR simulations as a means to evaluate collaboration with robots without putting humans at harm. We show how an XR setting enables combining human behavioral data, subjective self-reports, and biosignals signifying human comfort, stress and cognitive load during collaboration. Several works demonstrate XR can be used to train human operators and provide them with augmented reality (AR) interfaces to enhance their performance with robots. We also provide a first attempt at what could become the basis for a human–robot collaboration testing framework, specifically for designing and testing factors affecting human–robot collaboration. The use of XR has the potential to change the way we design and test cobots, and train cobot operators, in a range of applications: from industry, through healthcare, to space operations.
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Science communication: Eight perils, but one pearl to make it all worth it. INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2022. [DOI: 10.1017/iop.2022.2] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
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Authentic Leadership, Trust, and Social Exchange Relationships under the Influence of Leader Behavior. SUSTAINABILITY 2022. [DOI: 10.3390/su14105883] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/04/2023]
Abstract
During the pandemic, government policies such as social distancing and telework have impacted trust and working or social exchange relationships in the workplace. The behavior of leaders is critical for good leadership, employees’ trust, and social exchange relationships. Therefore, the main objective of this study was to assess the associations among authentic leadership, trust, and social exchange relationships under the influence of leader behavior. A regression-based approach was used to test the moderating and mediating effects. The results show that authentic leadership positively impacts trust and social exchange relationships, whereas trust directly affects social exchange relationships. During COVID-19, leader behaviors with ability, ethics, and positive relationships have had a positive impact on the association between authentic leadership, trust, and social exchange relationships. Additionally, trust positively mediates authentic leadership and social exchange relationships. The findings of this paper suggest that authentic leadership promotes trust and high-quality social exchange relationships. Moreover, based on leader behaviors during COVID-19, the ability to manage change effectively, boost employees’ work motivation, provide support, and take appropriate action is essential for authentic leadership to increase trust and foster a positive working relationship based on social exchange. Finally, regarding social exchange theory, high-quality leader behaviors and the leader–follower relationships drive positive associations among variables. These results will help organizational management teams to find methods to improve their organizational working relationships. The implication is that the abilities, ethics, and supportive and positive relationship behaviors of leaders are essential for effective management to improve leadership, trust, and social exchange relationships. Leaders should have the ability to manage work and people, even with teleworkers. Therefore, leader behaviors are important to maintain organizational sustainability. Further discussion on theoretical and practical implications is provided in the section.
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Work from Home Success: Agile work characteristics and the Mediating Effect of supportive HRM. REVIEW OF MANAGERIAL SCIENCE 2022. [PMCID: PMC9005023 DOI: 10.1007/s11846-022-00545-5] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Indexed: 11/01/2022]
Abstract
AbstractWork from home or teleworking, continues to expand not least due to the COVID-19-crisis and poses challenges for employees and companies. In uncertain and dynamic times, organisations wonder what skills make employees successful when working from home and which measures support employees. By performing in-depth research that addresses employee agility as skills and capabilities, a research framework is proposed. Based on an international survey of employees working from home during the COVID-19-crisis (N = 1,016), the impact of agile work characteristics on work from home success and the mediating effect (accounting for 48% of the total effect) of tailored support measures by HRM were investigated. The results of the mediation analysis show that agile work characteristics have a direct, positive and significant effect on the success of working from home. Part of the effect is explained by HRM measures as a mediator. The findings contribute to the research stream of dynamic capabilities by applying the theory to working from home. The comparatively simple research model provides companies with information on how they can best support employees in the dynamics of a crisis and the expansion of work from home and, therefore, has high relevance for practitioners.
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Giudice V, Iannaccone T, Faiella F, Ferrara F, Aversano G, Coppola S, De Chiara E, Romano MG, Conti V, Filippelli A. Gender Differences in the Impact of COVID-19 Pandemic on Mental Health of Italian Academic Workers. J Pers Med 2022; 12:jpm12040613. [PMID: 35455729 PMCID: PMC9030948 DOI: 10.3390/jpm12040613] [Citation(s) in RCA: 6] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/16/2022] [Revised: 04/05/2022] [Accepted: 04/08/2022] [Indexed: 01/09/2023] Open
Abstract
The 2020 pandemic for coronavirus SARS-CoV-2 infection has required strict measures for virus spreading reduction, including stay-at-home orders. To explore gender differences in mental health status after the first wave of the pandemic and in teleworking, we analyzed the frequency and distribution of emotions and coping strategies for facing the pandemic stratified by gender using data from an online survey conducted at the University of Salerno, Italy, between 11 May and 10 June 2020. The online questionnaire included 31 items on demographics, teleworking, COVID-19 emergency, and gender-based violence, with multiple-choice answers for some questions. Females felt significantly sadder (p = 0.0019), lonelier (p = 0.0058), more fearful (p = 0.0003), and more insecure (p = 0.0129) than males, experienced more sleep disorders (p = 0.0030), and were more likely to sanitize surfaces compared to males (p < 0.0001). Our results show gender differences in awareness and concerns about the COVID-19 pandemic that differently influenced mood, as females were more frightened and worried than males.
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Affiliation(s)
- Valentina Giudice
- Department of Medicine, Surgery and Dentistry “Scuola Medica Salernitana”, University of Salerno, 84081 Baronissi, Italy; (T.I.); (V.C.); (A.F.)
- Clinical Pharmacology, University Hospital “San Giovanni di Dio e Ruggi d’Aragona”, 84131 Salerno, Italy
- Correspondence: ; Tel.: +39-089-672493
| | - Teresa Iannaccone
- Department of Medicine, Surgery and Dentistry “Scuola Medica Salernitana”, University of Salerno, 84081 Baronissi, Italy; (T.I.); (V.C.); (A.F.)
- Clinical Pharmacology, University Hospital “San Giovanni di Dio e Ruggi d’Aragona”, 84131 Salerno, Italy
| | - Filomena Faiella
- Department of Humanistic Studies, University of Salerno, 84084 Fisciano, Italy;
- Single Guarantee Committee, University of Salerno, 84084 Fisciano, Italy; (F.F.); (G.A.); (S.C.); (E.D.C.); (M.G.R.)
| | - Filomena Ferrara
- Single Guarantee Committee, University of Salerno, 84084 Fisciano, Italy; (F.F.); (G.A.); (S.C.); (E.D.C.); (M.G.R.)
| | - Giusi Aversano
- Single Guarantee Committee, University of Salerno, 84084 Fisciano, Italy; (F.F.); (G.A.); (S.C.); (E.D.C.); (M.G.R.)
| | - Silvia Coppola
- Single Guarantee Committee, University of Salerno, 84084 Fisciano, Italy; (F.F.); (G.A.); (S.C.); (E.D.C.); (M.G.R.)
| | - Elisa De Chiara
- Single Guarantee Committee, University of Salerno, 84084 Fisciano, Italy; (F.F.); (G.A.); (S.C.); (E.D.C.); (M.G.R.)
| | - Maria Grazia Romano
- Single Guarantee Committee, University of Salerno, 84084 Fisciano, Italy; (F.F.); (G.A.); (S.C.); (E.D.C.); (M.G.R.)
- Department of Economy and Statistics, University of Salerno, 84084 Fisciano, Italy
| | - Valeria Conti
- Department of Medicine, Surgery and Dentistry “Scuola Medica Salernitana”, University of Salerno, 84081 Baronissi, Italy; (T.I.); (V.C.); (A.F.)
- Clinical Pharmacology, University Hospital “San Giovanni di Dio e Ruggi d’Aragona”, 84131 Salerno, Italy
| | - Amelia Filippelli
- Department of Medicine, Surgery and Dentistry “Scuola Medica Salernitana”, University of Salerno, 84081 Baronissi, Italy; (T.I.); (V.C.); (A.F.)
- Clinical Pharmacology, University Hospital “San Giovanni di Dio e Ruggi d’Aragona”, 84131 Salerno, Italy
- Single Guarantee Committee, University of Salerno, 84084 Fisciano, Italy; (F.F.); (G.A.); (S.C.); (E.D.C.); (M.G.R.)
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Günther N, Hauff S, Gubernator P. The joint role of HRM and leadership for teleworker well-being: An analysis during the COVID-19 pandemic. GERMAN JOURNAL OF HUMAN RESOURCE MANAGEMENT-ZEITSCHRIFT FUR PERSONALFORSCHUNG 2022. [DOI: 10.1177/23970022221083694] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
The sudden and extensive implementation of teleworking in the beginning of the COVID-19 pandemic has threatened employees’ well-being. Based on the challenges that particularly threatened such well-being in the beginning of the pandemic, we identify sets of telework-specific HRM practices and leadership behaviors, and examine their joint relationships with teleworkers’ happiness well-being in terms of work engagement and job satisfaction. Thus, we also consider the mediating roles of social isolation (as an indicator of social well-being) and psychological strain (as an indicator of health well-being). We also expect that HRM and leadership should interact and reinforce each other. Our analyses are based on data from German teleworkers at two consecutive points in time. Our findings reveal differentiated and complementary effects of telework-oriented HRM and leadership. In particular, we identified the provision of health care to contribute most to telework-oriented HRM’s relationship with social isolation and happiness well-being. Telework-oriented leadership mainly affected teleworkers’ happiness well-being via strain by ensuring communication and information exchanges between teleworkers.
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Corvello V, Verteramo S, Nocella I, Ammirato S. Thrive during a crisis: the role of digital technologies in fostering antifragility in small and medium-sized enterprises. JOURNAL OF AMBIENT INTELLIGENCE AND HUMANIZED COMPUTING 2022; 14:1-13. [PMID: 35340698 PMCID: PMC8938723 DOI: 10.1007/s12652-022-03816-x] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 06/11/2021] [Accepted: 03/05/2022] [Indexed: 06/14/2023]
Abstract
The crisis triggered by the COVID-19 emergency is changing the competitive landscape by pushing companies to adapt to sudden change. Small and medium-sized enterprises (SMEs) that want to survive must innovate their business. Antifragility represents the capability of a system to absorb shocks and get better, allowing it to overcome a crisis and improve its performance. The use of digital technologies by enterprises is expected to play an important role in building antifragility. The aim of this paper is to study how digital technologies can contribute to the development of antifragility in SMEs. This study analyzed the responses to the COVID-19 pandemic crisis of six small and medium-sized enterprises located in Calabria, South of Italy. All the six enterprises have turned the crisis into a business opportunity developing new products, investing in marketing and communication, or starting new collaborations. The research identifies the factors leveraged by the investigated organizations that enabled this anti fragile behavior. They include slack financial resources, strategic agility, and relations with research institutions. The study highlights the positive impact of digital technologies in developing antifragility. Results were summarized into research propositions to be tested in future confirmatory studies. The findings of the study are useful for researchers interested in antifragility and digital technologies in SMEs. The results are also important for entrepreneurs and managers of SMEs, since they can support their decisions in terms of survival and transformation of their companies.
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Affiliation(s)
- Vincenzo Corvello
- Department of Mechanical, Energy and Management Engineering, University of Calabria, Rende, Italy
| | - Saverino Verteramo
- Department of Mechanical, Energy and Management Engineering, University of Calabria, Rende, Italy
| | - Isabella Nocella
- Department of Mechanical, Energy and Management Engineering, University of Calabria, Rende, Italy
| | - Salvatore Ammirato
- Department of Mechanical, Energy and Management Engineering, University of Calabria, Rende, Italy
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Varma A, Jaiswal A, Pereira V, Kumar YLN. Leader-member exchange in the age of remote work. HUMAN RESOURCE DEVELOPMENT INTERNATIONAL 2022. [DOI: 10.1080/13678868.2022.2047873] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
Affiliation(s)
- Arup Varma
- Quinlan School of Business, Loyola University Chicago, Chicago, Illinois, USA
| | | | | | - Y L N Kumar
- Narsee Monji Institute of Management Studies, Hyderabad, India
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