Working from Home—Who Is Happy? A Survey of Lithuania’s Employees during the COVID-19 Quarantine Period

Association between work from home and health-related productivity loss among Korean employees

Background

After the coronavirus disease 2019 pandemic, the widespread adoption of working from home, or teleworking, has prompted extensive research regarding its effects on work productivity and the physical and mental health of employees. In this context, our study aimed to investigate the association between working from home and health-related productivity loss (HRPL).

Methods

An online survey was conducted with a sample of 1,078 workers. HRPL was estimated by the Work Productivity and Activity Impairment Questionnaire: General Health version. Workers that have been working from home in the last 6 months were categorized into the "work from home" group. Generalized linear models were used to compare the mean difference of HRPL between "work from home" and "commuters" group. Stratified analyses were conducted based on various factors including gender, age, income level, occupation, education level, previous diagnosis of chronic disease, presence of preschool children, living in studio apartment, living alone, commuting time, working hours and regular exercise.

Results

The overall HRPL was higher in the "work from home" group than in the "commuters" group with a mean difference of 4.05 (95% confidence interval [CI]: 0.09-8.01). In the stratified analyses, significant differences were observed in workers with chronic diseases (mean difference: 8.23, 95% CI: 0.38-16.09), who do not live alone (mean difference: 4.84, 95% CI: 0.35-9.33), and workers that do not exercise regularly (mean difference: 4.96, 95% CI: 0.12-9.80).

Conclusions

Working from home is associated with an increased HRPL in the Korean working population, especially among those with chronic diseases, those who do not live alone, and those who do not exercise regularly.

Study on Psychological Stress Perceived among Employees in an Italian University during Mandatory and Voluntary Remote Working during and after the COVID-19 Pandemic

OBJECTIVE OF THE STUDY

This cross-sectional study examined the perceived psychological well-being of administrative/technical employees and researchers/lecturers at the University of L'Aquila (Italy) during the COVID-19 pandemic. The study was carried out in two different periods of 2022: April 2022, when remote working was still mandatory, and December 2022, when the pandemic emergency had ended and, in Italy, remote working had become voluntary for two days a week and exclusively for administrative staff.

MATERIALS AND METHODS

Perceived psychological well-being was investigated using the GHQ-12 (Global Health Questionnaire, short-form with 12 items), a self-administered questionnaire created on Google Forms and sent via email to all the employees of the University of L'Aquila. Statistical analysis was conducted using means, standard deviations, and frequency tables for the descriptive analysis of socio-demographic data, while the t-test or Wilcoxon test and the Χ2 test were used to verify the statistical difference and association between categorical variables.

RESULTS

Overall, 365 employees, including 118 administrative/technical and 247 research/teaching staff, participated in the survey in April 2022 when remote working was mandatory. Among them, 219 (52.8%) were female and 196 (47.2%) were male. In December 2022, 266 employees engaged in voluntary remote working, including 184 (69.2%) women and 82 (30.8%) men, took part in the study. The most represented age group was 50-59 years old (36.3% of study participants). During mandatory remote working, 83.4% of lecturers reported a perceived level of psychological distress ranging from moderate to severe versus 69.5% of technicians. The percentage of self-reported psychological distress was higher among the technicians forced to work from home (n. 118-42.9%) vs. the technicians working from home on a voluntary basis (n. 157-57.1%), with GHQ score being >14 in 65.5% of enforced remote workers vs. 62.3% of voluntary remote workers. During mandatory remote working, there was a significant difference in the GHQ-12 score between administrative and research staff, particularly related to items such as loss of self-confidence, emotional pressures, and diminished productivity. Moreover, from the comparison between the group of administrative staff engaged in mandatory remote working and those in voluntary remote working for specific GHQ-12 items, a statistically significant difference emerged concerning the perception of not being able to overcome difficulties; the GHQ-12 score was higher in the first group. Significant differences in the overall GHQ-12 score were evident between male and female lecturers, as the latter reported higher levels of perceived stress during mandatory remote working.

DISCUSSION

The results confirm that remote working could be associated with a better psychological state of administrative university staff, especially in the case of voluntary remote working. During mandatory remote working, a difference was observed between teaching and administrative staff, with higher stress in the first group and among women. Therefore, our sample appears fragmented in the self-assessment of psychological well-being during remote working, possibly due to profound differences in the organization of work activities between lecturers and administrative employees. Additionally, the increased perception of stress by female lecturers compared to males may reflect gender disparities, as women working from home during the pandemic experienced an increased workload including domestic activities.

CONCLUSIONS

Remote working is a type of working that has both advantages and disadvantages. An advantage is undoubtedly a better work-life balance; however, the risks of technostress, workaholism, increased sedentary behaviour, and social isolation are negative aspects. This study provides an indicative overview of the psychological state related to remote working in a university setting during the SARS-CoV-2 pandemic. The study might therefore serve as a starting point for further research on the impact of remote working on self-reported psychological well-being, especially in the university environment.

The great pretenders? Individuals' responses to threats to their remote worker identities

Introduction

This study aims to understand (a) how remote workers respond to threats to their identity and (b) the conditions in which each coping response tends to occur more frequently.

Methods

To this end, we pursued a grounded theory approach, conducting interviews with 71 individuals who chose to work remotely.

Results

Our model and theoretical propositions create insights into how remote workers respond to negative stigma from a range of origins. While some responses lead to restructuring the remote workers' identity (identity restructuring responses), others involve keeping the enactment of such identity (identity-preserving responses) or maintaining a paradoxical relationship between restructuring and preserving the identity (paradoxical identity work responses). We also theorise on the conditions under which each response is more likely to occur.

Discussion

We expand the predominant focus on the meso and macro aspects of this type of work to the micro-interactions in which these individuals engage, thus highlighting how identity is made, performed, created, and enacted, within specific boundary conditions. In addition, by reflecting upon remote workers' identity threats in light of the wider macro context. We also explore the conditions under which specific kinds of responses tend to emerge.

Job Satisfaction and Overcoming the Challenges of Teleworking in Times of COVID-19: A Pilot Study Among Iranian University Community

The coronavirus pandemic changed the academic world in many ways, and most academic institutions continue operating through teleworking. The aim of the present study was to determine how satisfied the university community (faculty/staff members and students) in Iran has been with remote work, and the ways in which they have dealt with the lockdown and working from home during the coronavirus pandemic. A survey was conducted among 196 academics from different universities in Iran. The results show that a majority of our participants (54%) are very or somewhat satisfied with the current work-from-home arrangement. The most frequently used methods for managing the challenges of teleworking were social contacts with colleagues or classmates at a distance, solidarity and offering kindness and support to the people around them. The least used coping method was trusting state or local health authorities in Iran. The coping strategies that have the highest impact on overall teleworking satisfaction are "Make myself busy with my working day because it makes me feel useful,""I care for my mental and physical health," and "Think about what I can do rather than what I can't do." The findings were discussed in detail, taking into consideration the theoretical approaches, as well as bringing forth more dynamic aspects of the culture.

Impacts of COVID-19 on Future Preferences Toward Telework

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.

Performance Feedback During a Pandemic – (Social) Distancing from Feedback?

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.

Professional isolation and pandemic teleworkers' satisfaction and commitment: The role of perceived organizational and supervisor support

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.

Occupational Stress-Induced Consequences to Employees in the Context of Teleworking from Home: A Preliminary Study

Challenges when many people moved their jobs from the office to home because of COVID-19 pandemic restrictions have put stress on employees’ daily routine and professional lives. This article investigated the experience of individuals working not at the office and disclosed consequences of occupational stress such as mental and physical exhaustion, social deprivation, decreased work commitment, professional cynicism, and professional burnout. The preliminary study was based on a survey of 202 employees in Lithuania who were teleworking from home throughout the pandemic. According to the results, it can be assumed that teleworking had rather negative effects on employee wellbeing, as many teleworkers tended to suffer mental and physical exhaustion and social deprivation when working from home within pandemic. The psycho-emotional state of employees seems to be a key factor influencing the intellectual resources of an organization in a period of uncertainty.

Understanding work experience in epidemic-induced telecommuting: The roles of misfit, reactance, and collaborative technologies

In the management of the global COVID-19 pandemic, the mandated closure of workplaces and stay-at-home orders have forced workers to adapt to a prolonged period of unplanned telecommuting, which we term epidemic-induced telecommuting. Although epidemic-induced telecommuting has drastically altered how work is conducted, scant attention is being paid to this emerging work arrangement. To this end, we combine psychological reactance theory and person-environment fit theory to advance the concept of misfit between worker and environment as a core determinant of employees' work experience in the epidemic-induced telecommuting. Particularly, we distinguish between supply-value and demand-ability misfits as constraints on workers' freedom at work. Having analyzed data collected through a survey administered on remote workers, we discovered that both misfits positively influenced workers' perceived psychological reactance, which led to work exhaustion and counter-productive behaviors. We also found that the utilization of collaborative technologies moderated the effects of misfit on workers' psychological reactance.

Social norms in digital spaces: Conflict reports and implications for technology design in the teleworking context

With the increase of telework during the COVID-19 pandemic, employees' interactions with colleagues have shifted almost exclusively to digital channels. Hence, it is critical to understand the underpinnings of successful collaboration and individual wellbeing in digital working structures. Combining qualitative experience reports and quantitative surveys from 145 teleworkers, this study sheds light on teleworking from a psychological perspective, taking social norms as a conceptual frame. The qualitative reports revealed five types of typical conflicts related to communication in the telework context, including both (1) technical problems (e.g., a bad connection) and psychological aspects such as (2) uncertainty or a lack of social feedback, (3) norm violations, (4) a lack of rules or meta-communication about appropriate behavior, and (5) digital communication barriers. Respondents' quantitative ratings of qualities of telework versus working on-site revealed benefits of telework regarding task fulfillment and efficiency, but lower levels of motivation, conflict management, leadership, team spirit, inspiration and creativity. Participants qualitative reports on perceived challenges in remote work conditions included feelings of loneliness and increased demands related to self-management, creating boundaries between private and working life, motivation and self-regulation. This paper connects these findings with theoretical concepts from psychology and human-computer interaction and discusses implications for leadership and technology design. Practical Relevance: This article discusses practical implications for leadership and technology design, e.g., interventions against conflicts in the context of digital work.

Moderating Effect of Industry 4.0 on the Performance of Enterprises in the Constrains Related to COVID-19 in the Perception of Employees in Slovakia

Organizational performance, as well as the performance of industrial enterprises, is affected by changes caused by technological progress and the overall societal situation. Industry 4.0 affords the transformation of the industrial economy to the digital economy. In addition to the mentioned important technological initiative, the organizational performance is determined by the pandemic situation related to the disease COVID-19, which shook the economy of many countries. Society-wide measures accelerated the implementation of Industry 4.0 elements in the management of organizations. The main aim of the presented research was to examine the employees’ perception of the impact of the Industry 4.0 implementation (digitalization) on the enterprise’s performance during the COVID-19 pandemic. The results confirmed that employees in various job positions perceive that Industry 4.0 positively affected the organization’s performance during the pandemic. The employees themselves contribute significantly to the enterprise’s performance, but their performance is limited by the number of tasks that the employer can assign to them during pandemic measures. Enterprise performance will be subsequently reflected in the financial condition, which is limiting for many areas of human resource management. Notably, satisfaction with compensation is an area that is a significant predictor of perceived corporate performance. The results also showed that the pandemic had a negatively perceived impact on employee compensation. For the sustainable management of human resources, the perception of remuneration by employees and the appropriate remuneration itself is an important challenge regarding the relationship between employees and the organization.

Presenteeism in Non-Academic Staff in a Public University Context: Prevalence, Associated Factors, and Reasons to Work While Sick during the COVID-19 Pandemic

Presenteeism negatively affects worker performance. We aimed to know the prevalence of presenteeism in non-academic university staff, identify health problems and associated factors, as well as explore the reasons that led to presenteeism during the COVID-19 pandemic. A cross-sectional study was conducted with a convenience sample of 332 non-academic staff. The Portuguese version of the Stanford Presenteeism Scale (SPS-6) was used, and socio-demographic and occupational data were collected. Participants were divided into groups according to the presenteeism cut-off score (no presenteeists, presenteeists with high job performance, presenteeists with low job performance). Multinomial regression was used to identify occupational and demographic characteristics associated with presenteeism. An open question replies analysis made it possible to explore the reasons for going to work while sick. Presenteeism was experienced by 30.1%. Presenteeism with high job performance was not associated with socio-demographic and work factors. Professionals who performed only physical work (OR = 9.4; 95% CI: 1.7; 51.0) and those who conducted hybrid work (OR = 4.1; 95% CI: 1.8; 9.6) showed a higher risk of belonging to the presenteeist group with low job performance. Financial reasons led professionals to work while sick. This study raises the importance of evaluating presenteeism in non-academic staff to create conditions for them to maintain high performance despite presenteeism and to intervene when there is low performance due to presenteeism.

Advantages and disadvantages of teleworking in healthcare institutions during COVID-19: A systematic review

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.

Teleworking Survey in Saudi Arabia: Reliability and Validity of Arabic Version of the Questionnaire

OBJECTIVES

This study aimed to adapt the survey questionnaire designed by Moens et al. (2021) and determine the validity and reliability of the Arabic version of the survey in a sample of the Saudi population experiencing teleworking.

METHODS

The questionnaire includes 2 sections. The first consists of 13 items measuring the impact of extended telework during the coronavirus disease 2019 (COVID-19) crisis. The second section includes 6 items measuring the impact of the COVID-19 crisis on self-view of telework and digital meetings. The survey instrument was translated based on the guidelines for the cultural adaptation of self-administrated measures.

RESULTS

The reliability of the questionnaire responses was measured by Cronbach's alpha. The construct validity was checked through exploratory factor analysis followed by confirmatory factor analysis (CFA) to further assess the factor structure. CFA revealed that the model had excellent fit (root mean square error of approximation, 0.00; comparative fit index, 1.0; Tucker-Lewis index, 1; standardized root mean squared residual, 0.0).

CONCLUSIONS

The Arabic version of the teleworking questionnaire had high reliability and good validity in assessing experiences and perceptions toward teleworking. While the validated survey examined perceptions and experiences during COVID-19, its use can be extended to capture experiences and perceptions during different crises.

Antecedents and Outcomes of Work-Life Balance While Working from Home: A Review of the Research Conducted During the COVID-19 Pandemic

We present a systematic review of 48 studies conducted between March 2020 and March 2022 that examined work-life balance (WLB) among those who worked from home. We propose a conceptual framework that organizes the antecedents and outcomes of WLB based on resource loss and gain. Resource loss occurred when employees faced stressors such as perceived work intensity, workspace limitations, technostress, professional isolation, work interdependence, housework intensity, care work intensity, and emotional demands. Resource gain was likely when employees were supported by resources such as work supervisors and family members, received job autonomy, and were personally adaptable. Our findings have resonance for remote work contexts beyond the pandemic by seeking patterns across the literature that examined WLB while working from home. We contextualize antecedents and outcomes of WLB and suggest stressors and resources that impact WLB are dynamically related. Our review informs HRD practitioners as they manage the post-pandemic remote work.

The Long-Term effects of COVID-19 on travel behavior in the United States: A panel study on work from home, mode choice, online shopping, and air travel

A critical challenge facing transportation planners is to identify the type and the extent of changes in people's activity-travel behavior in the post-Covid-19 pandemic world. In this study, we investigate the travel behavior evolution by analyzing a longitudinal two-wave panel survey data conducted in the United States from April 2020 to May 2021. Encompassing nearly 3,000 respondents across different states, we explored the effects of the pandemic on four major categories of work from home, travel mode choice, online shopping, and air travel. We utilized descriptive and econometric measures, including random effects ordered probit models, to shed light on the pandemic-induced changes and the underlying factors affecting the future of mobility in the post-pandemic world. Upon concrete evidence, our findings substantiate significant observed (i.e., during the pandemic) and expected (i.e., after the pandemic) changes in people's habits and preferences. According to our results, 48% of the respondents anticipate having the option to WFH after the pandemic, which indicates an approximately 30% increase compared to the pre-pandemic period. In the post-pandemic period, auto and transit commuters are expected to be 9% and 31% less than pre-pandemic, respectively. A considerable rise in hybrid work and grocery online shopping is expected. Moreover, 41% of pre-covid business travelers expect to have fewer flights (after the pandemic) while only 8% anticipate more, compared to the pre-pandemic.

Residential built environment and working from home: A New Zealand perspective during COVID-19

In response to the COVID-19 pandemic, 90 countries, including Aotearoa New Zealand, executed lockdowns. As non-essential businesses could not operate from their usual centralised locations, some responded by implementing working from home (WFH). This caused a temporary shift in how people interacted with the built environment and provided a unique opportunity to investigate the relationship between WFH and New Zealand's built environment. A nationwide survey was conducted online using Google Forms to explore the experiences of New Zealanders while WFH during the 2020 nationwide lockdown. Questions focused on workplace and WFH conditions, and built environment features and characteristics before, during, and after the lockdown. The quality of residential housing and its impact on respondents' ability to effectively WFH was of particular interest. In total, 794 survey respondents experienced WFH. Respondents generally had a positive experience while WFH, with 82.6 % of respondents that experienced WFH wanting to shift to part- or full-time WFH. While the context of the COVID-19 lockdown is unique, the results have potential applications for future policies that can increase the quality of the residential built environment to benefit the well-being of its users.

Home Office, Health Behavior and Workplace Health Promotion of Employees in the Telecommunications Sector during the Pandemic

Our study aims to present the perception and experiences of employees at a large multinational telecommunications company in Hungary working in home offices, as well as their health behavior and the workplace health promotion during the SARS-CoV-2 COVID-19 outbreak. The sample consisted of the full sample of highly skilled employees at a large telecommunication multinational company (N = 46). Throughout the analysis, tests for homogeneity of variance were followed by a MANOVA test to compare the groups' means by gender, age, and job classification. The results clearly show that in the short term, workers' mental health did not deteriorate, they do not argue or fight more with their partners and are no more depressed or irritable than before. Workers are less likely to think of ways to be more effective at work than in a home office. Similarly, they do not think that employers have more expectations than before the pandemic. Our research shows the assumption about home workers being less efficient or less diligent in their daily work to be false. A supportive and flexible employer approach to health-conscious employees will be an essential aspect in the future.

Consequences of social distancing during the COVID-19 pandemic on the increase in perceived pain of students and professors from higher education institutions: A cross-sectional study

BACKGROUND: social distancing was implemented worldwide due to the coronavirus (COVID-19) pandemic. This impacted physical activity levels and increased the time spent in sedentary behaviors which may contributed to the emergence of increased musculoskeletal complaints. OBJECTIVE: To assess the consequences of social distancing for the increase in perceived pain of students and professors from higher education institutions. METHODS: One thousand two hundred and fifty-four participants responded to an online survey containing sociodemographic information and questions related to daily habits, physical activity profile, and musculoskeletal pain before and during the pandemic. Level of concentration, nervousness, productivity, and visual fatigue were also assessed. The primary outcome was presence of perceived pain before and during the pandemic, dichotomized between those with and without increased pain during the pandemic. RESULTS: perceived pain increased during the pandemic (p <  0.001) and was associated with females (p = 0.023; PR = 1.16; 95% CI = 1.02–1.32), income up to one minimum wage (p = 0.039; PR = 1.20; 95% CI = 1.01–1.42), no physical activity practice (p = 0.006; PR = 1.22; 95% CI = 1.06–1.40), long time in sedentary behavior (p = 0.013; PR = 3.07; 95% CI = 1.27–7.43), and electronic device usage for >  6 hours (p = 0.041; PR = 1.44; 95% CI = 1.02–2.06). Nervousness (p = 0.001) and visual fatigue (p = 0.001) increased, whereas concentration (p = 0.001) and productivity (p = 0.001) reduced during the pandemic. CONCLUSIONS: reduced physical activity practice and increased time in sedentary behavior and electronic device usage during the pandemic were associated with increased musculoskeletal pain in students and professors from higher education institutions. Decreased concentration and productivity and increased nervousness and visual fatigue were also observed during the pandemic.

COVID-19 and Gender Gaps in Employment, Wages, and Work Hours: Lower Inequalities and Higher Motherhood Penalty

This paper investigates the dynamics and drivers of gender gaps in employment rates, wages, and work hours during the COVID-19 pandemic, relying on Estonian Labor Force Survey data for 2009-2020. We document that the pandemic has, if anything, reduced gender inequality in all three domains. The evolution of inequalities revealed cyclical pattern mirroring infection rate, with upswings largely driven by parenthood and gender segregation into industries. The results suggest that labor market penalties for women with young children and women employed in affected sectors may last longer than the pandemic, threatening to widen gender inequality in a long run.

Supplementary Information

The online version contains supplementary material available at 10.1057/s41294-022-00198-z.

The effect of training and workstation adjustability on teleworker discomfort during the COVID-19 pandemic

Technological advancements have increased occupational flexibility for employees and employers alike. However, while effective telework requires planning, the COVID-19 pandemic required many employees to quickly shift to working from home without ensuring that the requirements for telework were in place. This study evaluated the transition to telework on university faculty and staff and investigated the effect of one's telework setup and ergonomics training on work-related discomfort in the at-home environment. Fifty-one percent of respondents reported increases in their existing discomfort while 24% reported new discomfort since working from home. These results suggest a need for ergonomic interventions including ergonomic training and individual ergonomic assessments for those who work from home.

The Relationship between Environmental and Economic Aspects for Measuring the Sustainability of the Enterprise: A Case Study of Slovak Manufacturing Enterprises

Despite the unbounded and undeniable advantages of manufacturing, affiliated negative externalities, such as environmental pollution, cannot be overlooked. Our article aims to focus on the current interdependence between the selected economic and environmental aspects in related manufacturing enterprises in Slovakia. We focused on analysing the relationship between carbon monoxide emissions from the largest polluters of the Slovak Republic and relevant sales. The data were taken from 83 enterprises from the Slovak Republic. Environmental and economic data were comprehensive during 2014–2019; therefore, this paper focuses on this period. Among the substantial results, we identified that carbon monoxide production from Slovak production companies was almost unchanged from 2014 to 2019, with only minimal deviations. Based on the results, we created an environmental ratio indicator as an appropriate tool for managers for their decision-making process to achieve the enterprise’s sustainability goals.

Telework Systematic Model Design for the Future of Work

The practice and popularity of telework has expanded significantly in the past few years, mostly due to the COVID-19 pandemic. As a critical factor contributing to business resilience, the new work model challenged companies to figure out innovative ways to address contemporary organizational and employee needs. To address this gap, this study approaches the telework concept from a broader perspective, integrating inputs, outputs and outcomes in an analytical framework. Drawing from data collected based on interviews and questionnaires addressed to professionals in the business service industry who experienced telework, frequency analysis, discourse analysis and chi-square test were used to synthesize the findings. Results show that resource availability and professional relationships represent the basic factors, while technology may be more than a facilitator. Moreover, knowledge exchange, work–life balance and professional isolation are critical factors emerging from the virtual environment that influence work goals achievement. This study contributes to research by proposing a Telework Systematic Model (TSM), which addresses the interaction of various organizational dynamics factors as a result of mixed working patterns. The discussions address the future of work by including the hybrid work model, platform innovation and new business opportunities to enhance organizational resilience for sustainable innovation and change through digital technology.

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.

The COVID-19 crisis and telework: a research survey on experiences, expectations and hopes

While a considerable number of employees across the globe are being forced to work from home due to the COVID-19 crisis, it is a guessing game as to how they are experiencing this current surge in telework. Therefore, we examined employee perceptions of telework on various life and career aspects, distinguishing between typical and extended telework during the COVID-19 crisis. To this end, we conducted a state-of-the-art web survey among Flemish employees. Notwithstanding this exceptional time of sudden, obligatory and high-intensity telework, our respondents mainly attribute positive characteristics to telework, such as increased efficiency and a lower risk of burnout. The results also suggest that the overwhelming majority of the surveyed employees believe that telework (85%) and digital conferencing (81%) are here to stay. In contrast, some fear that telework diminishes their promotion opportunities and weakens ties with their colleagues and employer.

The COVID-19 crisis and telework: a research survey on experiences, expectations and hopes

While a considerable number of employees across the globe are being forced to work from home due to the COVID-19 crisis, it is a guessing game as to how they are experiencing this current surge in telework. Therefore, we examined employee perceptions of telework on various life and career aspects, distinguishing between typical and extended telework during the COVID-19 crisis. To this end, we conducted a state-of-the-art web survey among Flemish employees. Notwithstanding this exceptional time of sudden, obligatory and high-intensity telework, our respondents mainly attribute positive characteristics to telework, such as increased efficiency and a lower risk of burnout. The results also suggest that the overwhelming majority of the surveyed employees believe that telework (85%) and digital conferencing (81%) are here to stay. In contrast, some fear that telework diminishes their promotion opportunities and weakens ties with their colleagues and employer.

Work Stress, Health Status and Presenteeism in Relation to Task Performance Among Chinese Medical Staff During COVID-19 Pandemic

Objectives

This study aims to evaluate the direct effects of work stress, health status and presenteeism on task performance, and further explore the mediating effects of health status and presenteeism, hoping to provide theoretical basis for improving the performance of medical staff.

Methods

A cross-sectional study was conducted among medical staff in Jilin Province, Northeast China. The Challenge and Hindrance-Related Self-Reported Stress scale, Short Form-8 Health Survey scale, Stanford Presenteeism Scale and Task Performance Scale were adopted to assess the work stress, health status, presenteeism and task performance of medical staff.

Results

A total of 4,347 questionnaires were distributed among medical staff, and 4261 were valid, for an effective rate of 98.02%. The mean scores for work stress, health status, presenteeism and task performance were 2.05 ± 0.84, 4.18 ± 0.68, 2.15 ± 0.79 and 4.49 ± 0.64, respectively. The ANOVA results showed that there were significant differences in the task performance scores between different genders, ages, marital statuses, professional titles, departments and work years (P < 0.05). Work stress (β = −0.136, P < 0.001) and presenteeism (β = −0.171, P < 0.001) were negative predictors of task performance. Health status (β = 0.10; P < 0.001) was positive predictor of task performance. Health status (β = −0.070; P < −0.001) and presenteeism (β = −0.064; P < 0.001) mediated the relationship between work stress and task performance (P < 0.001). Presenteeism mediated the relationship between health status and task performance (β = 0.07; P < 0.001).

Conclusion

Work stress and presenteeism had significant negative impact on the task performance of medical staff; health status had a significant positive effect on task performance. Meanwhile, health status and presenteeism played a mediating role in the relationship between work stress and task performance, and presenteeism played a mediating role in the relationship between health status and task performance. Reasonable assignment of tasks can reduce the work stress, but to improve the performance of medical staff, we should pay more attention on improving health, such as making health-related safeguard measures, raising awareness, building a platform, etc.

Telework in Baltic Countries during the Pandemic: Effects on Wellbeing, Job Satisfaction, and Work-Life Balance

As a result of the rapid and unplanned adoption of telework by European companies during the pandemic, specific telework characteristics have arisen. Thus, employees’ experience of telework requires further analysis. Based on the “Living, Working, and COVID-19” results for Baltic countries, this paper studies the effect of telework experience on wellbeing, both directly and mediated by Work-Life balance and job satisfaction, through structural equation modelling. After verifying the significant differences in telework preferences, the model is also tested in high versus low telework preference groups. The main findings corroborate the effect of a positive telework experience on perceived wellbeing, but only indirectly via Work-Life balance. Additionally, data from the group with a high telework preference best fits the proposed model, revealing not only the mentioned indirect effect, but also the direct positive effect of telework experience on wellbeing. Thus, employees with a negative experience of telework during the pandemic will be more reluctant to accept telework over more traditional work arrangements. The implications as well as some limitations to be examined in further studies are also presented.

Trends in education during the pandemic: modern online technologies as a tool for the sustainability of university education in the field of media and communication studies

The involuntary shutdown at universities during the COVID-19 pandemic and the impossibility of full-time teaching forced university teachers to look for other ways of communication strategies through Internet platforms with students and in everyday academic activities. The aim of this study is to reveal the attitudes and perception of university teachers in the field of Media and Communication Studies in Slovakia during two years of online home learning (2020 and 2021) when the first two waves of the COVID-19 pandemic took place. The aim was to show changes in the perception of the situation in terms of existing positives and negatives during this period as well as to point out a possible trend in the communication strategies used to ensure the sustainability of the education system. Due to the lockdown, the survey was only conducted in electronic format using online questionnaires. The participants were university teachers from the field of Media and Communication Studies. As this is a progressive field the study of which is carried out at the intersection of the interests of several scientific disciplines, it can be assumed that the conclusions can easily be transferred to social, economic, humanities and arts disciplines. When communicating and teaching students in 2020 and also in 2021, online teaching through systems such as Zoom or Google Meet and individual consultations by e-mail, chat and social networks dominated. As the results of the study indicate, modern online technologies contribute to the sustainability of the educational process during an emergency and will become an integral part of university education even after the end of the pandemic situation.

An overview of effects of COVID-19 on mobility and lifestyle: 18 months since the outbreak

The outbreak of SARS-COV-2 has led to the COVID-19 pandemic in March 2020 and caused over 4.5 million deaths worldwide by September 2021. Besides the public health crisis, COVID-19 affected the global economy and development significantly. It also led to changes in people's mobility and lifestyle during the COVID-19 pandemic. In addition to short-term changes, the drastic transformation of the world may account for the potentially disruptive long-term impacts. Recognizing the adverse effects of the COVID-19 pandemic is crucial in mitigating the negative behavioral changes that directly relate to people's psychological and social well-being. It is important to stress that citizens and governments face an uncertain situation since nobody knows exactly how the viruses and cures will develop. Better understanding uncertainties and evaluating behavioral changes contribute to addressing the future of urban development, public transportation, and behavioral strategies to tackle COVID-19 negative consequences. The major sources of impacts on short-term (route, departure time, mode, teleshopping, and teleworking) and medium and long-term (car ownership, work location, choice of job, and residential location) mobility decisions are mostly reviewed and discussed in this paper.

New Kids on the Block? A Bibliometric Analysis of Emerging COVID-19-Trends in Leadership Research

The COVID-19 pandemic has resulted in unprecedented challenges for society. The effects on organizations have been drastic and such tough times have demanded new organizational solutions as well as strong and new forms of organizational leadership. Leadership scholars have accelerated their research efforts in the quest to identify what is needed to lead in these uncertain times. In this paper, we adopt a bibliometric review to unravel the emerging trends in leadership research in the wake of the COVID-19 pandemic, and in doing so, identify commonalities and divergences in these themes with respect to leadership approaches and assess potential avenues for future research. The findings reveal that research on the topic has emerged along six main clusters: (1) leadership and employee health during pandemic times, (2) public leadership, (3) leadership in health care, (4) leadership and diversity, (5) educational leadership, and (6) leadership and persuasive communication. The findings reveal that across these clusters, the pandemic has sparked research on leadership approaches that deal with change and uncertainty as well as those that are less hierarchical and person centered in nature. We also notice a novel attention to context. Rather than “new kids on the block,” these trends are largely continuations of established leadership theories and approaches that see their particular importance increase in this unprecedented situation. Finally, we outline some distinct avenues for further research with regard to leadership in COVID-19 times.

Sustainability Analysis, Implications, and Effects of the Teleworking System in Romania

The COVID-19 pandemic is a mobilizing circumstance for rethinking the economic activities of companies, as well as reorganizing the way employees work. To comply with the regulations imposed worldwide, most economic activities were transferred to the online environment. The purpose of the paper is to carry out an investigation of the Romanian telework system implemented during the pandemic based on the perception of employees and employers. Our research was conducted based on an online opinion poll in which 438 respondents participated. The questionnaire included the socio-demographic characteristics of the respondents, methods and techniques for implementing telework among Romanian companies, and a correlation of the advantages and opportunities with the limits experienced both among companies and employees in carrying out this process. The results showed that 7.80% of companies wanted to maintain the conditions implemented for telework, 12.30% wanted to expand flexible practices to promote telework, and 27.60% would not make any changes in terms of telework methods. At the same time, 81.10% of employees preferred office work rather than teleworking. Successful implementation of the telework system involves efficient management that coordinates and motivates the performance of remote employees.

How Do Different Types of University Academics Perceive Work from Home Amidst COVID-19 and Beyond?

The COVID-19 pandemic resulted in a massive and unintentional shift to work from home (WFH) or working remotely, as well as broad adoption of web-based platforms. The goal of this research is to uncover the attitudes to WFH among different types of academics in the Sri Lankan higher education sector. An online questionnaire survey was conducted amidst a severe COVID-19 wave during June–September 2021, and 337 valid responses were received. The questionnaire contained 49 questions under four sections excluding demographic questions. The gathered data were analysed using multiple regression models. Results of the study ascertained a significant (p < 0.01) positive attitude among academics towards online teaching (academic orientation), other than academics who from disciplines with more practical components, and there was a significant (p < 0.01) positive attitude among academics to conducting research (research orientation) while WFH. Further, the findings indicate a significant (p < 0.01) negative attitude to WFH when disseminating knowledge and engaging in community services with various stakeholders. When considering the criticality of demographics variables in the new normal, a hybrid working model can be introduced by reaping the benefits of WFH based on different types of academic orientations and their favourability towards the WFH model, rather than reverting to a full physical academic working environment. As a developing country, Sri Lanka can formulate policies on effective hybrid working models for academics to realise the potential from the lessons learned. This experience will enable the country to accomplish or move towards accomplishing the fourth goal of SDGs, quality education by 2030.

Current Discussions on Employees and Organizations During the COVID-19 Pandemic: A Systematic Literature Review

New concerns have emerged during the COVID-19 pandemic that greatly impact employees and many other aspects in organizations. We have highlighted the major organizational issues during COVID-19 and classified the relevant research findings based on 45 recent articles. Main themes identified include (1) work setting, (2) perceptions of COVID-19, (3) employee wellbeing, (4) organizational strategies, and (5) influences on career behaviors. Employees have faced challenges due to work conditions that have shifted from traditional commuting to telework. Employees have also become aware of the negative current situation, so their overall wellbeing has been threatened. In response, organizations have strived to promote positive psychological capital for employees as they attempt to cope with this crisis. Organizations have tried to maintain and manage both their employees and their business. People tended to adjust their career-related behaviors based on how they perceived their own wellbeing and organizational strategies.

Work from Home Success: Agile work characteristics and the Mediating Effect of supportive HRM

Work 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.

Strengthening of work-life balance while working remotely in the context of COVID-19 pandemic

BACKGROUND: Recently, quite a number of employees have been asked to choose remote work or even have been forced into it as a result of the COVID-19 pandemic. Notwithstanding the benefits suggested by remote working, e.g. saving on commuting time and expenses working from home generates numerous challenges for employees, including the blurred line between the roles of working and private life. While, previous studies have demonstrated that work-life balance, which refers to the ability of every individual to coordinate work and family obligations successfully, has a significant impact on employee well-being and organisational performance, ways for maintaining the balance under crisis remain underexplored. OBJECTIVE: Trying to narrow the gap, the paper aims at revealing the antecedents of work-life balance while working remotely during the COVID-19 pandemic. METHODS: A quantitative survey has been conducted in Lithuania (pilot study). The data have been collected from the employees working only remotely. RESULTS: The results provided evidence that employees struggled with work-home balance while working remotely. In line with the results, work and family demands served as detrimental factors for work-home balance, while manager support, co-workers support, job autonomy, and job control increased work-home balance. CONCLUSIONS: Thus, the research results expand the knowledge on the antecedents of work-life balance in a crisis situation. Moreover, the findings have significant implications for employers demonstrating that organisations need to carefully plan and implement new strategies and practices for work-home balance improvement for the employees who work from home.

Remote Work Efficiency from the Employers’ Perspective—What’s Next?

Remote work has been of interest to managers since the implementation of new information and communication technologies (ICTs). During the initial period, it was treated as an employee’s privilege or even a luxury and as such it was not a popular practice. The COVID-19 pandemic and the intervening period have changed attitudes toward remote work, as it became a necessity for many organisations. However, in connection with its use, many new, previously unknown problems have arisen, such as: the organisation of remote work, the supervision and monitoring of work performance, and employee support. The present research was conducted using a standardised questionnaire computer-assisted telephone interview (CATI) method in May–June 2021 on a population of 248 enterprises, divided into micro, small, medium-sized and large entities. The research data were collected during the COVID-19 pandemic which, on the one hand, provided an exceptional opportunity to fill in the theoretical gaps that were existing in this field; however, on the other hand, it could be burdened with certain flaws due to the context of the pandemic. An enterprise’s attitude to remote work has a positive influence on the efficiency of the remote work, the control of the remote work and the remote work support, with the strongest impact exerted on the last of the factors mentioned. A better attitude to remote work influences, to the largest degree, an enterprise’s support for performing work from remote locations outside of corporate offices. Among the enterprises that were surveyed, the following were most frequently indicated as elements of such support: additional office equipment provided to an employee, remote work training, and the installation of additional computer programs. Financial support was declared by about 11% of the enterprises and it usually took the form of a remote work allowance or funds to cover the costs of purchasing equipment or paying for the Internet.

Telework and Face-to-Face Work during COVID-19 Confinement: The Predictive Factors of Work-Related Stress from a Holistic Point of View

This article explores the socio-labor conditions in which people worked during confinement, analyzing the predictors of work-related stress, according to work modality (face-to-face or teleworking), from a holistic and quantitative (n = 328) point of view. To identify predictors of stress, correlational analyses and multiple hierarchical regressions were conducted with individual, organizational, and societal variables. Furthermore, to analyze the possible modulating role of gender, caregiving, and the level of responsibility in organizations in the relationship between predictor variables and work stress, the macro process of Hayes was used. Our results show that work-family conflict and ruminative thoughts predict stress in both modalities. In teleworking modality, the hours dedicated to work predicted stress, and in face-to-face modality, safety measures and perceived economic threat (tendentially). Being in charge of persons moderated the relationship between ruminative thoughts and economic threat, and stress in face-to-face. Results are discussed by identifying good practices that can improve workplace risk prevention strategies.

COVID-19 and Stressful Adjustment to Work: A Long-Term Prospective Study About Homeworking for Bank Employees in Italy

The COVID-19 evolution has forced the massive introduction of homeworking (HW) for most employees in the initial stages of the pandemic and then return to work, mainly due to the vaccination campaign. These multiple abrupt adjustment demands in work may be a source of intense stress for office workers with consequences on wellbeing and the quality of life. This long-term prospective study aimed at investigating the effect of adaptation demands on a broad population of employees of a large Italian banking group in the job-related stress framework. We administered a web-based survey to 1,264 participants in Reopening after the first lockdown, from June to October 2020, at 841 subjects in Second Wave, corresponding to the rise of contagions from November 2020 to January 2021, and to 491 individuals in Vaccination Round, which ranged from February to June 2021. We assessed workaholism by using the Dutch Work Addiction Scale (DUWAS-10), work-family conflicting overlap by using the Work and Family Conflict Scale (WAFCS), and concern for back to work (BW) and for HW by specific questions. Higher WAFCS scores characterized Reopening and Vaccination Round while Second Wave had the highest level of concern for HW. Women and younger individuals showed the highest concern for BW, WAFCS, and DUWAS-10 scores regardless of the pandemic stage. HW days per week were related to more heightened concern for BW and lower concern for HW, DUWAS, and WAFCS scores. The number of children was related to lower Concern for BW and higher WAFCS scores in Reopening and Second Wave. Our data showed that massive adjustment demands in work and family routine represented a significant source of stress for employees, regardless of the different pandemic stages. The highest level of fatigue emerged in women and younger subjects. These results shed light on the need for a road map to promote a gradual and structured adjustment for workers and encourage organizations to consider homeworking as a valid stable alternative.

Working remotely: How organizational leaders and HRD practitioners used the experiential learning theory during the COVID‐19 pandemic?

The COVID‐19 pandemic changed how organizational leaders managed their staff and handled operations. As those operational changes were implemented, the experiential learning theory (ELT) was practiced by the leaders, staff, and human resource development (HRD) practitioners. In general, employees’ operational practices were created to work in a building and not remotely. The normalcy of driving to the workplace changed for many employees to work from any remote location. The purpose of this article is to highlight how ELT helped organizational leaders and HRD practitioners adapt during the COVID 19 pandemic. Many employees did not think that work in their profession could be completed remotely, but when a worldwide pandemic occurred, organizational leaders and HRD practitioners were ingenious and practiced ELT to stay open for business.

A Literature Review of the COVID-19 Pandemic’s Effect on Sustainable HRM

The ramifications of the COVID-19 pandemic continue to emerge across all facets of the world of work, including the field of human resource management (HRM). Sustainable HRM, drawing on the triple bottom line elements of the economic, environmental and social pillars of sustainability, provides an ideal basis from which to understand the intersection of the COVID-19 pandemic and HRM. In this systematic literature review, we analyze peer reviewed articles published in the nexus of the pandemic and sustainable HRM, identifying the dimensions and extent of research in this topical area of study. Our CEDEL model—complicator–exposer–disruptor–enabler–legitimizer—conceptualizes our understanding of the role of COVID-19 in sustainable HRM. This paper provides a framework from which future studies can benefit when investigating the impacts of COVID-19, and a comprehensive identification of future research avenues.

Telework satisfaction, wellbeing and performance in the digital era. Lessons learned during COVID-19 lockdown in Spain

This study used a prospective design to examine the effects of telework satisfaction (time 1) on subjective wellbeing and self-reported performance (time 2) during the COVID-19 lockdown. Data were collected from 111 teleworkers through an online survey the first weeks of strict lockdown in Spain. Telework satisfaction showed positive direct effects on both subjective wellbeing and self-reported performance. Further, subjective wellbeing partially mediated the relationship between telework satisfaction and self-reported performance. Interestingly, employees with children felt less telework satisfaction but higher subjective wellbeing. The novelty of this study is that we evaluate the level of satisfaction with telework using a specific set of items that assess the employees’ contentment with diverse telework facets. Given the spreading of telework and the increasing competitiveness of organizations, we discuss practical implications in times of crisis, both present and future.

Positive Organizational Practices, Life Satisfaction, and Psychological Capital in the Public and Private Sectors

Public and private sector employees confronted stressful life circumstances that affected the world during the COVID-19 pandemic. Therefore, new knowledge on possible psychological and organizational resources is needed. This study aimed to explore positive organizational practices, psychological capital, and life satisfaction of employees in the public and private sectors. The survey applied the Satisfaction with Life Scale (SWLS), the Psychological Capital Questionnaire—PCQ-24, validated in the Lithuanian population (the Lith-PCQ-21), and the Positive Organizational Practices Questionnaire. The sample consisted of 582 employees, including 443 public sector and 139 private sector employees. The respondents’ mean age was 42.0981 years (SD = 13.23083). The CFA results confirmed the six-factor structure of positive organizational practices, χ2 = 270,884.785; Df = 406; CFI = 0.996; TLI = 0.996; NFI = 0.995; RMSEA = 0.074 [0.070–0.078]; SRMR = 0.043, the four-factor structure of psychological capital, χ2 = 32,780.109; Df = 190; CFI = 0.983; TLI = 0.980; NFI = 0.978; RMSEA = 0.082 [0.076–0.088]; SRMR = 0.067, and one factor structure of life satisfaction, χ2 = 10,588.246; Df = 10; CFI = 0.999; TLI = 0.999; NFI = 0.999; RMSEA = 0.022 [0.000–0.066]; SRMR = 0.014. The findings revealed that private sector employees demonstrated higher scores of dignity, support, care, forgiveness, and overall positive organizational practices than public sector employees. Private sector employees demonstrated higher optimism scores than public sector employees, and public sector employees demonstrated higher self-efficacy scores than private sector employees. Male employees demonstrated significantly higher scores on dignity, meaning, and forgiveness than females. Significant positive correlations were found between age and resilience, care and age, care and number of working years, care and number of working years in the current organization. Psychological capital mediated the link between positive organizational practices and life satisfaction. Positive organizational practices were linked to life satisfaction and psychological capital in both employees’ groups, but the features of links were distinctive in the public and private sectors. These results signify the importance of positive organizational practices and psychological capital for the life satisfaction of employees.

The Impact of Enforced Working from Home on Employee Job Satisfaction during COVID-19: An Event System Perspective

During the COVID-19 pandemic, working from home (WFH) became the only option for many organizations, generating increasing interest in how such arrangements impact employee job satisfaction. Adopting an event system perspective, this study employed an online survey to capture the WFH experiences of 256 workers from 66 Chinese enterprises during the pandemic. Using fuzzy-set qualitative comparative analysis (fsQCA), the study examined how satisfaction was affected by five job characteristics when working from home: longevity (time), home workspace suitability (space), job autonomy (criticality), digital social support (novelty) and monitoring mechanisms (disruption). The findings reveal that three configurations promote employee job satisfaction and that a suitable home workspace is a core condition. In the absence of a suitable workspace, digital social support and an appropriate monitoring mechanism, long-term WFH was found to undermine job satisfaction. However, job autonomy is not a necessary condition for employee job satisfaction. These findings have clear implications for theory and practice.

Working at Home: The Impacts of COVID 19 on Health, Family-Work-Life Conflict, Gender, and Parental Responsibilities

OBJECTIVE

To examine the impact of working at home on general health, pain, stress, and work-family and family-work conflict, and differences based on gender and parental responsibilities.

METHODS

A convenience sample of 658 adults completed an online questionnaire. Regression modeling examined the effects and interactions of gender and parental responsibility on general health, musculoskeletal discomfort/pain frequency and severity, stress, and work-family and family-work conflict.

RESULTS

Women reported more pain and discomfort, regardless of the presence of children, than men with children. Women with children experienced increased stress compared with men with children. Women without children experienced less work-family conflict, and those without children experienced less family-work conflict than men with children.

CONCLUSIONS

The impact on pain, stress, and work-family and family-work conflict, due to mandated working at home, is gendered and influenced by parental responsibilities.

Ieder voordeel heeft z’n nadeel en omgekeerd: Verplicht thuiswerken en het welzijn van werkenden tijdens de eerste COVID-19 lockdown

De COVID-19 pandemie veranderde onze manier van werken en organiseren drastisch. Zo verrichtten veel werkenden hun taken gedwongen vanuit huis, terwijl ook huisgenoten thuis moesten blijven. Vanuit de Appraisal Theory onderzochten we hoe de evaluatie/waardering van thuiswerk samenhangt met het welzijn (emotionele uitputting en vitaliteit) van thuiswerkers tijdens de eerste COVID-19 lockdown, en welke processen daarbij een rol spelen. Er is gekeken naar de voor- en nadelen van het thuiswerken, het coping potentieel en emoties als voorspellers van welzijn. Veronderstellingen zijn getoetst in een cross-sectioneel onderzoek bij 173 thuiswerkers. Zoals voorspeld door de Appraisal Theory liet coping potentieel sterke relaties met positieve en negatieve emoties zien. De ervaren voordelen van thuiswerk hingen samen met minder emotionele uitputting en de ervaren nadelen van thuiswerk met meer emotionele uitputting. Analyse liet verder twee paden zien: de voordelen van thuiswerk hingen via meer positieve emoties samen met meer vitaliteit, de nadelen van thuiswerk hingen via meer negatieve emoties samen met meer emotionele uitputting. Toepassing van Appraisal Theory biedt meer inzicht in de gunstige en ongunstige mechanismen achter de vastgestelde welzijnsgevolgen voor het COVID-19 thuiswerken. De resultaten hebben implicaties voor toekomstig onderzoek en de praktijk.