Search

The COVID 19 has brought unprecedented changes in the way we communicate. There is a greater accent on Virtual communication. This paper aims to establish a relationship between Emotional intelligence and the effectiveness of Virtual communication on Decision making. This empirical study is based on a sample drawn from 296 working professionals at five different levels of organizational hierarchy. A standardized questionnaire (ɑ = 0.824) was used to collect the responses of Emotional intelligence, Virtual communication, and Decision-making effectiveness. Hierarchical regression using PROCESS Macro model 1 was used to identify the moderating effect of Emotional intelligence on Virtual communication and Decision making effectiveness. Since the p-value (p ≤.007) is found significant, Emotional intelligence acts as a moderator that affects the strength of the relationship between Virtual communication effectiveness and Decision making. Validation of Task Technology fit theory is the theoretical implication of the study. Manipulation of individual dimensions in the model can reduce the dependence on technology for task completion with enhanced performance effectiveness. The findings are relevant to educators, consultants, and any professional who need to adapt Virtual communication platforms on an ongoing basis. Since work-life balance is projected as a constraint in this study, policymakers can consider policy amendments to reduce the stress caused due to Virtual communication which intrudes into their personal space. This empirical study is the first of its kind to benchmark the organizational practice of Emotional intelligence training to enhance Virtual communication and Decision making effectiveness during unprecedented times of pandemic. [ABSTRACT FROM AUTHOR]

This article presents a systematic literature review of work-from-everywhere (WFE) research from 1990 to early 2023, focusing on the transformation of the field. The major findings indicate that the five established and accelerated trends in WFE are COVID-19 and the pandemic, telework(ing), remote working, work from home, and well-being and productivity. The study also highlights the need for a comprehensive and structured analysis of WFE research to avoid confusion and provide a resource for practitioners and researchers. The text discusses the concept of "work from everywhere" (WFE) and its increasing prevalence due to the COVID-19 pandemic. It highlights the benefits of remote work, such as flexibility and improved work-life balance, as well as the challenges and issues that have emerged, including physical and mental health concerns. The text also mentions the use of force field analysis, a tool for assessing the factors that promote or impede change in a given situation, to understand the adoption of WFE. The study proposes conducting a systematic literature review and bibliometric analysis to evaluate the research on WFE. The text discusses research conducted on the topic of remote working and the well-being of remote workers during the COVID-19 pandemic. It highlights the countries that have made significant contributions to this research, with the United States being the most influential. The text also mentions the top authors and publications in this field, as well as the keywords and clusters that have emerged from the research. Overall, the research [Extracted from the article]

Purpose: The purpose of this paper is to examine the influence of mindfulness on organizational role stress (ORS) based on the Monitor Acceptance Theory (MAT) perspective. Design/methodology/approach: This study is based on a cross-sectional data analysis collected from 137 employees working at an Indian IT organization located in Bangalore (India). ORS and MAAS scales have been used for measuring ORS and mindfulness, respectively. Findings: Overall, the study findings have indicated a negative relationship (r = −0.588) between mindfulness (M) and ORS. First, both personal inadequacy (PI) and self-role distance (SRD) are found to be predominantly impacted by M, whereas both role erosion (RE) and role overload (RO) appear to be less affected by mindfulness. Second, SRD appears to be the highest ORS sub-dimension among IT employees. Third, building on the extant literature, it can be inferred that "no one size fits all", ORS is both organization and context specific. Originality/value: This study pioneers to establish empirical evidence between M and ORS. Training employees on M can help in effectively handling ORS. [ABSTRACT FROM AUTHOR]

To the Editor, Artificial intelligence (AI) advancements have revolutionized mental healthcare, presenting novel and practical approaches to address persistent issues. Maintaining ethical standards in AI-driven mental healthcare: AI opacity can hinder comprehension of decision-making processes. By exploring these ethical quandaries, we aim to facilitate a more significant comprehension of the ethical considerations in AI-powered mental healthcare and offer suggestions to guarantee AI technologies' ethical and responsible use. [Extracted from the article]

Today, when India is reeling under the COVID-19 epidemic, a new epidemic disease (Amendment) Ordinance has been brought out with regard to protection of the health care staff, which is a big welcome step to the medical fraternity. A much-needed step. The assaults on doctors have been happening in hospitals in India for a long time. This review article traces the journey of the Prevention of the Doctors Violence Act and suggests a way forward with regard to violence on the doctors and why there must be a permanent solution for the same. Methodology is based on a detailed study across a range of published literature in journals, articles, and other online sources. An extensive review has been undertaken of these articles based on an explanatory approach. The review provided insight into the current status of violence against doctors. Most of the initiatives on prevention of violence against doctors mentioned in the studies are mainly directed towards patient-doctor relationship, lack of infrastructure, strenuous working environment, and societal obligations. Study findings revealed that there was less emphasis on the current legal measures available and its implementation. This article highlights the critical aspect of protection of the health care workforce and also shares recommendations to enhance the protection of doctors at their workplace by sharing the current state-level legal measures available and advocates the impelling need for central legislation. These recommendations have been suggested as a combined effort of the medical fraternity, media, and the academic community. [ABSTRACT FROM AUTHOR]