Healthy and Happy Working from Home? Effects of Working from Home on Employee Health and Job Satisfaction

Work Disability and Musculoskeletal Disorders Among Teleworkers: A Scoping Review

PURPOSE

This project aimed to examine the existing evidence on work disability or musculoskeletal disorders (MSDs) among teleworkers.

METHOD

A scoping review was conducted in eight bibliographic databases (MEDLINE, CINAHL, Embase, PsycINFO, ABI/Inform Global, EBM Reviews, Web of Science, Dissertations & Theses Global) from inception to June 2022.

RESULTS

Out of 9192 records identified, a total of 79 selected articles representing 77 studies were retained. Most studies were published after 2019, aligning with the COVID-19 pandemic's telework surge. Among the included papers, 51 addressed MSDs among teleworkers, 17 were on work disability, and 11 addressed both concepts. The studies were predominantly cross-sectional. Some trends are emerging, although study results are contradictory. Several papers reported increased musculoskeletal discomfort among teleworkers. Factors associated with MSDs among teleworkers include poor workstation setup, extended workdays, sedentary lifestyle, excessive devices use, and psychological factors. Regarding work disability, studies found that telework is associated with reduced absenteeism but increased presenteeism, with employees more likely to work while unwell from home than when on-site. Mixed results were found regarding teleworkers' work ability and functioning.

CONCLUSION

This paper provides an overview of the literature on work disability and MSDs among teleworkers. It identifies literature gaps, underlining the need for ergonomic improvements, long-term impact studies, a better conceptualization of presenteeism in the context of telework, and tailored interventions to enhance the telework experience.

Home office is associated with weight gain during the COVID-19 pandemic: Brazilian population-based studies

The COVID-19 pandemic caused changes in life, affecting habits and behaviors, and one of its consequences is an increase in weight. We aimed to evaluate the association between remote work and weight gain during the COVID-19 pandemic in two cities in southern Brazil. A population-based cross-sectional study carried out in the southern region of Brazil. Data were collected face-to-face, in households selected by census sampling. The outcome was weight gain, and the exposure was remote working. To verify this association, Poisson Regression was used to calculate the crude and adjusted prevalence ratio and its 95% confidence intervals, using 5% significance level. In total, 2,152 individuals were interviewed. The prevalence of weight gain during the pandemic was 38.4% (95%CI 36.1-40.7), being significantly higher in those who worked remotely (47.0% vs 37.7, p=0.02). Those individuals who worked remotely were 23% more likely to gain weight during the pandemic compared to those who did not work remotely (PR: 1.23; 95%CI 1.02-1.49). Health and education services may be encouraged to implement educational actions at the collective level, aimed at enlightening the population and preventing weight gain in periods of confinement.

A gender breakdown of unexpected benefits generated by work from home in STEM fields - A qualitative analysis of the WiMPBME Task Group survey

BACKGROUND

Working from home during the Covid-19 pandemic was perceived differently by men and women working in STEM fields. The aim of this paper is to highlight the unexpected benefits generated by working from home during the pandemic.

METHODS

Qualitative methodology was used to analyze data, collected via survey. The survey designed and conducted by WiMPBME targeted both males and females working in medical-related STEM fields (physics and engineering) and was answered by 921 individuals from 76 countries across all continents. This report analysed the responses to one open-ended question of the survey, namely: "What is the one positive that you have learnt/experienced as a result of working from home during this pandemic?".

RESULTS

594 responded to the question of interest. Access to home office was reported by 72.2% of survey participants. Males were more likely than females to report no positives of working from home (62.9%). Females were more likely to cite quality time, physical and mental health as positive factors than males, and to mention children in their responses. The most commonly coded thematic unit for males was remote working, with many males reporting the feasibility of working from home. Increased work productivity, better time management and work organisation were other common themes highlighted by responders irrespective of gender.

CONCLUSION

The findings of the survey show the diversity of perceptions about remote working in STEM fields, while highlighting the importance of considering family dynamics, individual circumstances as well as gender when evaluating varied experiences of STEM professionals.

Gender and remote work: associations between mental health and hours of remote work and housework

To investigate the association between hours of remote work (RWHs) and housework (HWHs), independently, as well as the combined total of work hours (WHs), with gender and mental health of remote workers during the COVID-19 pandemic. Cross-sectional study with data from the ELSA-Brasil (N = 2,318). On average, women reported more time spent on HWHs and WHs than men, while no difference was found in RWHs. Depression, anxiety and stress were more prevalent among women. Women with longer working hours (RWHs, HWHs and WHs) had higher odds of displaying anxiety or stress symptoms than men with shorter working hours. For symptoms of depression, the highest odds ratios were found only among those women with medium or long HWHs and long WHs. A gender perspective into studies of remote work effects has contributed to the recognition of health inequalities between men and women.

Evaluating stress management approaches, types of social support and postpartum mental health during the COVID-19 pandemic: a cross-sectional study based in the United States

ABSTRACT

Objective

Reduced psychological well-being during the postnatal period may impair a birthing parent's ability to care for themselves and their child. We investigated stress management approaches, social support types, and the association between perceived social support and postpartum depression (PPD) and postpartum anxiety (PPA) among a cohort of postpartum individuals in the United States who gave birth during the COVID-19 pandemic.

Design

This study uses Wave 3 data from the COVID-19 and Reproductive Effects study. Qualitative data from previous data collection waves were used to define social support types. Multilinear regression models evaluated the association between perceived social support, PPD and PPA.

Setting

An online convenience sample.

Participants

Participants were approximately 12 months postpartum (mean 11.93 months, SD=2.03). Data were collected between July and September 2021.

Results

Complete data were available from 252 postpartum individuals (mean age=32.2 years). Playing with their children, watching television, connecting with others in person, engaging in social media and exercising were the five most commonly reported stress management strategies. Emotional support was the most commonly reported type of social support. Higher perceived social support was associated with lower PPD (B=-1.3, p value <0.0001, 95% CI=-1.7 to -0.8) and PPA (B=-2.3, p value <0.0001, 95% CI=-3.0 to -1.6).

Conclusion

Social support was an important way through which postpartum individuals managed stress during the COVID-19 pandemic. Playing with children, which may have been facilitated by work-from-home policies, and online interactions emerged as surprising adaptations to stress. Policymakers and healthcare systems should consider ways to increase opportunities for birthing parents to engage in these sorts of interactions (eg, extended parental leave policies and interventions to enhance perceived social support), especially during crises. Doing so may improve health outcomes for birthing parents and their children.

Is medical school culture conducive to women's academic success? a survey on faculty perceptions and experiences of gender equity

BACKGROUND

In academic medicine, the lack of gender equity hinders the career progression of women academics. This can often affect scientific productivity and widen the gender gap that exists in this field. As such, this study aimed to understand how full-time faculty members in academic medicine perceive the climate for women academics and identify target areas for interventions supporting gender equity.

METHODS

This study adopted an embedded mixed-methods design. Data collection was done from November 2022 to January 2023, at the National University of Singapore (NUS) School of Medicine. The participants comprised academic clinicians and non-clinician faculty members who were either currently employed full-time at the NUS School of Medicine or had recently resigned. They completed an adapted version of the Culture Conducive to Women's Academic Success (CCWAS) questionnaire, which assessed their perceptions of the faculty climate across four domains: equal access, work-life balance, freedom from gender bias, and supportive leadership. Quantitative findings were complemented by qualitative data gathered through open-ended survey questions. ANOVA and t-test were used to analyse the quantitative data, and content analysis was used to analyse the qualitative data.

RESULTS

Compared to female participants (M = 140.0, SD = 57.9), male participants perceived greater gender equity (M = 158.7, SD = 62.9). Personal experiences of gender inequity were described by some female participants. Participants also raised various suggestions to improve work-life balance for both male and female faculty members, mitigate structural gender bias and increasing support for women faculty.

CONCLUSIONS

Female faculty members tend to have a less favourable view of the working climate for women in academic medicine, compared to their male counterparts. This might be attributed to differences in awareness of gender inequity and understanding of gender bias. Findings of this study provided further insight into the perceptions of faculty members regarding workplace gender equity and interventions that can be implemented to support them in their career.

TRIAL REGISTRATION

Ethical approval was obtained from the National University of Singapore Institutional Review Board (NUS-IRB-2022-325).

Working from home and mental well-being at different stages of the COVID-19 pandemic

This paper analyses the relationship between working from home (WFH) and mental well-being at different stages during the first two critical years of the COVID-19 pandemic, when governments repeatedly imposed lockdowns and enacted WFH mandates to contain the spread of the virus. Using data from a representative survey conducted at four different time periods in 2020 (first lockdown, subsequent gradual reopening), 2021 (further lockdown) and 2022 (restrictions widely lifted) in the 27 EU member states, it examines the changing role of several mediators over time: work-family conflict, family-work conflict, stability, resilience, isolation, the importance of different support networks, workload, physical risk of contracting COVID-19 at work and housing conditions. For the first lockdown, it also differentiates by previous WFH experience, in terms of WFH novices and experienced WFH workers. It likewise differentiates by gender, in order to take the potential gendered nature of COVID-19 measures into account. The results point to several important mediators: for those who work from home, less family-work conflict and isolation, but greater stability, resilience, network support from family and friends, and superior housing conditions were associated with better mental well-being. The relevance of mediators was specific to certain stages of the pandemic. Stability was the most important mediator during the first lockdown. Work-family conflict and family-work conflict were only relevant during the first lockdown, while resilience and isolation mattered especially towards the end of the pandemic. Unlike established WFH workers, WFH novices had an advantage during the first lockdown, benefiting from lower family-work conflict and more helpful networks of family and friends. Our results differ by gender: for females who undertook WFH, important mediators were work-family conflict and family-work conflict. Both were related to adjustments they had to make in work and non-work hours in response to the enforced closure of schools and childcare facilities. For males who undertook WFH, support from networks of family and friends was an important mediator during the first lockdown.

Working Hours, Shift, and Remote Work by Industry and Occupation in U.S. Full-time Workers

BACKGROUND

This study examines working hours, shift work, and remote work patterns by occupation and industry among U.S. full-time workers, along with the association between working and sleeping hours.

METHODS

Utilizing data from 2011 to 2020 American Time Use Survey, this national household survey examines how individuals aged 15 years or older in the United States spend their time within a 24-hour period.

FINDINGS

In 2011 to 2019, U.S. full-time workers averaged 8.1 hours of work and 7.8 hours spent sleep on workdays, increasing to 9.6 hours on non-workdays. Among all occupations, Emergency medical technicians and paramedics had the longest average working hours (10.4 hours). Protective services occupations had the highest percentage (41.7%) of workers reporting often working shifts other than daytime. Among all industries, truck transportation industry had the longest average working hours (9.2). Food services and drinking places industries had the highest percentage (28.6%) of workers reporting often working shifts other than daytime. Working hours showed a negative association with sleeping hours. In 2020, 34.0% of full-time workers reported remote work due to COVID-19, with the largest percentage (72.3%) occurring in business and financial operations.

CONCLUSIONS

The study findings offer essential benchmarks for comparing working hours and schedules across diverse occupations and industries. These insights empower occupational health practitioners to advocate for prevention measures, addressing health concerns arising from prolonged working hours and shift work.

What's going on with teleworking? a scoping review of its effects on well-being

Studies of teleworking and well-being increased dramatically during the COVID-19 pandemic. This article aims to provide an overview of this emerging body of knowledge. Following the PRISMA guidelines, we performed a scoping review using Social Sciences Citation Index (Web of Science), Sociological Abstracts (PROQUEST), and SocINDEX with full text (EBSCOhost). Articles published in English up to December 2022 were included. The result was a total of 2695 potentially relevant studies. After a double-screening procedure, 132 studies were chosen for data extraction. A content analysis was carried out to provide a summary of the social mechanisms linking teleworking to indicators of well-being related to mental health and quality of life. A complex picture of variables emerges on the impact of teleworking through direct or indirect mechanisms and a number of interactions with worker's characteristics. First, the features of the environment matter, as it affects well-being, for example, depending on a better digital infrastructure, access to daylight and sufficient space. Second, it is not only a question of "where" we telework, but also "how much". The advantages of a hybrid mode seem to be emerging to avoid an excessive lack of in-person social interaction, while offering greater flexibility in organizing daily life and reducing commuting times. Third, beyond the modalities of teleworking per se, it is key to take into account how these interact with workers' personalities, their choices and preferences, which are often dictated by the stage of life they are in, e.g., parenting and career stages. In sum, the literature suggests that a straight answer on the positive or negative effects of teleworking is neither useful nor necessary. Multiple answers are possible to unveil the specific working arrangements that makes workers' lives better according to their different needs. It seems essential to continue research on teleworking away from the exceptional stressors of the COVID-19 pandemic, which have greatly skewed the evidence on the detrimental effects of teleworking. Planning more complex research designs using longitudinal data and network analyses could improve understanding of how teleworking is changing careers, lifestyles and social relationships.

Teleworking: does it make workers healthier and productive? A cross-sectional study on a Southern European population

BACKGROUND

Teleworking (TW) has recently shifted from a marginal into a common practice. Yet, concerns have been raised regarding potential work-health negative effects, related to the reduced socialization, and extended working hours with computers at home, possibly offset by reduced commuting time or better individual work-life balance. This paper aims at describing the influence of TW on health, well-being, and productivity perceptions, and how this is shaped by TW conditions.

METHODS

We collected data from workers of 25 companies that exert their activity in Portugal. Data were completed with a representative sample of workers who regularly participate in surveys (total N = 1,069). We applied an on-line questionnaire from September the 1st 2022 to December the 1st 2022. We performed a simple descriptive analysis of each variable. Then, we analyzed the relationship between TW conditions and self-reported health, and between TW conditions at home and productivity, using logistic regression models.

RESULTS

We observed a high prevalence of self-perceived health worsening (15.9%), mostly among those with poor TW conditions. Most teleworkers enjoyed favorable TW conditions, despite limited company support. Relevant changes were observed in lifestyle factors, towards more smoking (5.5%), alcohol drinking (4.5%), and worse diet (10.1%). Two thirds reported enhanced productivity. A statistically significant relationship was observed between inadequate TW conditions, health deterioration, and lower productivity. A 6.0% point (pp) increased risk of productivity worsening was observed when employees faced at least one inadequate condition at home (no private working place at home, inadequate heating, artificial light, or absence of well-being at home). The risk of health deterioration increased by 12.9 pp when facing at least one of these inadequate conditions, and by 6.3 under hybrid TW, compared to one or two days of TW.

CONCLUSIONS

Most teleworkers highlighted a positive perspective about teleworking. Yet, TW conditions are not favorable for all workers, with consequences on health, well-being, and productivity, suggesting that further support is needed for teleworkers to protect their health at home, and reach its maximum benefit.

Teleworking Effects on Mental Health-A Systematic Review and a Research Agenda

Teleworking has become an increasingly adopted modality in organizations. However, changes in working conditions have led to several challenges regarding its impacts on professionals' health. The aim of this study is to provide a systematic review of the literature about the impact of teleworking on workers' mental health. The PRISMA protocol and VOSviewer were used to identify the main trends from the set of 64 articles. The co-occurrence analyzes showed combined relationships between this new type of work and its effects on workers' health, which resulted in four different clusters and a robust knowledge structure. Furthermore, the findings indicate that working from home has a dualistic nature. This study offers a prominent and promising framework regarding the teleworking impact on workers' health research agenda.

Exploring the characteristics and health outcomes of working from home: Analysis of 2021 California Health Interview Survey data

BACKGROUND

Working from home (WFH) may affect health behaviors and mental health. The coronavirus disease-2019 (COVID-19) pandemic saw many US employees transition to WFH, which has persisted in various job sectors and significantly impacted employees. However, its effects on health outcomes have remained unclear. We aimed to explore the characteristics and health outcomes of, and health-related differences between, WFH and not-WFH groups.

METHODS

Using the 2021 California Health Interview Survey data, we analyzed health behaviors (smoking, alcohol consumption, and fruit-related nutrition) and the mental health status of 12,438 individuals using descriptive statistics, Pearson's χ2 test, and regressions.

RESULTS

A total of 39% were WFH and 61% were not-WFH. Overall, the WFH group had worse health behaviors and mental health than the not-WFH group. Age was associated with smoking in both groups (WFH: b = 0.37; not-WFH: b = 0.35), but with fruit-related nutrition only in the WFH group. Household income and occupation were associated with alcohol consumption in both groups. Age (WFH: b = -1.58; not-WFH: b = -1.39), household income (WFH: b = -0.75; not-WFH: b = -0.34), and job duration (WFH: b = -0.34; not-WFH: b = -0.40) were associated with mental health in both groups; those who were younger and had lower household incomes and job durations had worse mental health.

CONCLUSION

Health management is a clear necessity for the WFH group. Irrespective of WFH status, young workers with shorter than 5 years' job duration reported mental distress, highlighting a need for distress assessment and management for the young workforce.

Impact of digital stress on negative emotions and physical complaints in the home office: a follow up study

Background

Due to the COVID-19 pandemic many employees perform under increasingly digital conditions. Enabling home office environments became mandatory for companies wherever possible in consideration of the ongoing pandemic. Simultaneously, studies reported on digital stress. The current literature lacks rigorous research into digital stress on psychosomatic outcomes, emotions, and disease. Therefore, we endeavor to understand how digital stress developed over the course of the pandemic and if it predicts differences in negative emotions and physical complaints in the home office setting.

Methods

To answer the research question, we conducted an online survey among 441 employees in 2020 and 398 employees in 2022 from three municipal administrations in Germany, who were working from home at least occasionally. We used a cluster analysis to detect digitally stressed employees. Regression analyses were performed on digital stress, negative emotions, and physical complaints.

Results

The analysis revealed an increase from 9 to 20% in digital stress, while negative emotions and physical complaints did not show evident differences. In the multivariate model, we observe a change in the proportion of digitally stressed employees between 4 and 17%, while the control variables explain around 9%.

Conclusions

Digital stress did not significantly affect either negative emotions or physical complaints. However, digital stress appeared to exert a more substantial predictive influence on negative emotions. The study emphasizes rising digital stress, which contradicts a positive adaption to the digital working conditions within the observed period. The psychosomatic relations are low or lagged. Further research investigating digital stress and countermeasures, especially to understand how to prevent harmful long-term effects such as distress resulting from working from home conditions, is needed.

The relationship between homeworking during COVID-19 and both, mental health, and productivity: a systematic review

BACKGROUND

As of March 2020, the UK public were instructed to work from home where possible and as a result, nearly half of those in employment did so during the following month. Pre-pandemic, around 5% of workers chose to work from home; it was often seen as advantageous, for example due to eliminating commuting time and increasing flexibility. However, homeworking also had negative connotations, for example, blurred boundaries between work and home life due to a sense of constant connectivity to the workplace. Understanding the psychological impact of working from home in an enforced and prolonged manner due to the COVID-19 pandemic is important. Therefore, this review sought to establish the relationship between working from home, mental health, and productivity.

METHODS

In January 2022, literature searches were conducted across four electronic databases: Medline, Embase, PsycInfo and Web of Science. In February 2022 grey literature searches were conducted using Google Advanced Search, NHS Evidence; Gov.uk Publications and the British Library directory of online doctoral theses. Published and unpublished literature which collected data after March 2020, included participants who experienced working from home for at least some of their working hours, and detailed the association in terms of mental health or productivity were included.

RESULTS

In total 6,906 citations were screened and 25 papers from electronic databases were included. Grey literature searching resulted in two additional papers. Therefore, 27 studies were included in this review. Findings suggest the association between homeworking and both, mental health and productivity varies considerably, suggesting a complex relationship, with many factors (e.g., demographics, occupation) having an influence on the relationship.

CONCLUSION

We found that there was no clear consensus as to the association between working from home and mental health or productivity. However, there are indications that those who start homeworking for the first time during a pandemic are at risk of poor productivity, as are those who experience poor mental health. Suggestions for future research are suggested.

Digital Stress. Effects of Different Intensities of Working From Home on Workers' Health

OBJECTIVE

Because hybrid and remote work models have exponentially expanded with digitalization and the COVID-19 pandemic, this study examines how different intensities of WFH impact workers' health.

METHODS

Drawing on the job demands-resources model, we applied two-way analysis of variance and regression models to the sixth European Working Conditions Survey to examine how the type and magnitude of WFH effects on health depend on its intensity.

RESULTS

A key aspect in relation to remote work is the frequency with which the worker carries out this type of work, with best results among those WFH only several times a month, for women, and several times a week, for men.

CONCLUSIONS

Reasonable intensity of WFH may have beneficial effects on health, but these positive effects are reduced when working fully home-based.

The Effectiveness of a Four-Week Online Mindfulness Training Course on Individual Mindfulness Skills and Personal Perception of Stress in Company Employees Working from Home

Working from home comes with many benefits. However, employees are often exposed to various stressors when working outside of the traditional workplace environment. The subjective experience of these stressors is related to one's perception of the situation and the perceived resources available. As working from home has become the new normal for many during the COVID-19 pandemic, it is in the interest of companies to provide employees with tools to cope with these stressors. One such tool is online mindfulness training. This study investigates how a four-week online mindfulness training influences an individual's mindfulness skills, subjective perception, and processing of stressors. Forty participants working from home at the time of the study were examined in a pre-test using a pre-post design in which the experimental group participated in a four-week online training course in mindfulness. Since the results showed a significantly reduced subjective perception of stress in the experimental group after mindfulness training, a long-term study was conducted including 40 additional participants. The study revealed a training success of at least three months. It thus introduces new possibilities for effective stress management in all workplace settings.

The influence of wearing a mask on the projected first impressions and attractiveness levels of smiling individuals

OBJECTIVE

To evaluate the effect of mask wearing on facial attractiveness and projected first impressions during the COVID-19 pandemic.

METHODS

A total of eight models were evaluated by 200 live raters and 750 online raters both with and without masks while smiling maximally. Both live and online raters looked at the models for 15 s, then completed a first impressions questionnaire.

RESULTS

Overall ratings for attractiveness were higher for both masked and unmasked conditions in-person versus online. Males were perceived more favorably both in impressions and attractiveness online when masked, whereas in person they were more favorable when unmasked. Females were perceived more favorably in impressions when unmasked both online and in person, but their attractiveness rating was higher when masked both online and in person. Regardless of gender and masking state, all first impressions were more favorable in person versus online. The differences were statistically significant (all p < 0.05).

CONCLUSIONS

Face masks have different effects for males versus females in both an online and in-person setting. Men are perceived more positively in-person when they smile unmasked while they are better ranked online when they smile masked. Females are better perceived in all domains other than attractiveness when smiling unmasked both online and in person. To optimize first impressions, individuals should seek to meet in person whenever possible when forming new relationships.

Criteria and Guidelines for Human-Centered Work Design in a Digitally Transformed World of Work: Findings from a Formal Consensus Process

With the increasing digital transformation, work tasks are changing-in some cases, significantly. Our study addresses the question of whether the established criteria for work design are still sufficient or if they should get updated and additional criteria become necessary in the context of digitalization. In a multistage consensus process involving interdisciplinary groups of experts, we have identified specific criteria for the humane design of work in a world increasingly permeated by digitalized work tools. Starting with an expert workshop using a combined nominal group/focus group technique, followed by a real-time Delphi study, a content analysis and a five-stage peer comment process, we detected 13 criteria and 38 design guidelines for human-centered work in digital transformation. Mapping these with established criteria, it became apparent that some established criteria have experienced a new dynamic because of the digital transformation. For other criteria, a need for digitization-sensitive design is discernible. In addition, criteria have emerged whose necessity is rooted in the digital transformation. A diffusion and stronger interconnection of the various levels of the work system in connection with the digital transformation of work is apparent.

New Work Poses New Challenges-The Importance of Work Design Competencies Revealed in Cluster Analysis

The continuous transformation process in the world of work, intensified by the COVID-19 pandemic, is giving employees more scope to shape their own work. This scope can be experienced as a burden or as a resource for employees. Work design competencies (WDC) describe employees' experience of their scope for design. Our study draws on existing datasets based on two Germany-wide studies. We used hierarchical cluster analyses to examine patterns between WDC, the age of employees (range: 18-71 years), the amount of weekly work time working from home (WFH), and work ability. In total, the data of N = 1232 employees were analyzed, and 735 of them participated in Study 1. To test the validity of the clusters, we analyzed data from N = 497 employees in Study 2. In addition, a split-half validation was performed with the data from Study 1. In both studies, three clusters emerged that differed in age and work ability. The cluster with the highest mean of WDC comprised employees that were on average older and reported a higher mean of work ability. Regarding WFH, no clear patterns emerged. The results and further theoretical and practical implications are discussed. Overall, WDC appear to be relevant to work ability and, in a broader sense, to occupational health, and are related to sociodemographic factors such as age.

Virtual leadership in relation to employees' mental health, job satisfaction and perceptions of isolation: A scoping review

Background

The 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.

Method

A 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.

Results

Nineteen 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.

Conclusions

By 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.

A qualitative and quantitative synthesis of the impacts of COVID-19 on soundscapes: A systematic review and meta-analysis

The current prolonged coronavirus disease (COVID-19) pandemic has substantially influenced numerous facets of our daily lives for over two years. Although a number of studies have explored the pandemic impacts on soundscapes worldwide, their works have not been reviewed comprehensively nor systematically, hence a lack of prospective soundscape goals based upon global evidence. This review study examines evidence of the COVID-19 crisis impacts on soundscapes and quantifies the prevalence of unprecedented changes in acoustic environments. Two key-research classes were identified based on a systematic content analysis of the 119 included studies: (1) auditory perceptual change and (2) noise level change due to the COVID-19 pandemic/lockdown. Our qualitative synthesis ascertained the substantial adverse consequences of pandemic soundscapes on human health and well-being while beneficial aspects of the COVID-19 pandemic on soundscapes were yet identified. Furthermore, meta-analysis results highlight that the observed average noise-level reduction (148 averaged samples derived from 31 studies) varied as a function of the stringency level of the COVID-19 confinement policies imposed by the governments, which would be further moderated by urban morphology and main noise sources. Given these collective findings, we propose soundscape materiality, its nexus with related the United Nations' sustainable development goals (SDGs), and prospective approaches to support resilient soundscapes during and after the pandemic, which should be achieved to enhance healthy living and human well-being.

Is Working from Home during COVID-19 Associated with Increased Sports Participation? Contexts of Sports, Sports Location and Socioeconomic Inequality

Previous research has focused mainly on the association between working from home (WFH) and physical activity, establishing that physical activity diminished among people WFH during the COVID-19 pandemic. In our study, we investigated the association between WFH and specifically sports participation (competitive and non-competitive). We theorized that WFH would offer individuals additional opportunities to practice sports during the pandemic. Governmental restrictions at the time constrained opportunities to participate in organized sports and in sports with others. We, therefore, expected sports participation during the pandemic to be largely restricted to individual participation and participation at home or in the public space. By means of descriptive analyses and adjusted analyses of variance (n = 1506), we found positive associations between WFH and various aspects of sports participation. Lower-educated individuals, in particular, seem to be benefiting from WFH related to their sports participation in the public space, and economically deprived individuals also seem to be benefiting from WFH in regard to their sports participation at home. Our findings extend the literature on physical activity and sports participation among people who worked from home during the COVID-19 pandemic while offering implications for policies on WFH, sports opportunities in public space and physical activity-friendly environments.

Is a Good Boss Always a Plus? LMX, Family–Work Conflict, and Remote Working Satisfaction during the COVID-19 Pandemic

This study investigated the relationships between leader–member exchange (LMX) and workers’ perceptions of family–work conflict (FWC) and between LMX and satisfaction with remote working (SRW). It also assessed the moderating effect of employees’ ability to cope (AC) with the work in the interaction between LMX and FWC. Using a cross-sectional design, this study tested a moderated mediation model using Model 7 of Macro “PROCESS” for SPSS. The study sample consisted of 455 employees engaged in remote working activities during the COVID-19 health emergency. Surprisingly, the results showed that LMX was positively associated with FWC, while the latter was negatively associated with SWR. There were neither direct nor indirect effects of LMX on SRW, but the moderation of the AC with work on the relationship between LMX and FWC was significant and negative. In particular, the results showed that, in workers who reported lower values of AC, the increase in the quality of LMX also corresponded to an increase in FWC. Conversely, in employees with very high AC, as LMX increased, FWC decreased. Good relationships with the boss in a new and challenging situation such as remote working during COVID-19 threatens employees’ well-being when accompanied by poor coping skills. This study sheds light on these mechanisms and opens new questions in the literature about family–work conflict and remote working.