Search

Copyright of GeSec: Revista de Gestao e Secretariado is the property of Sindicato das Secretarias e Secretarios do Estado de Sao Paulo (SINSESP) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista Foco (Interdisciplinary Studies Journal) is the property of Revista Foco and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The COVID-19 pandemic has significantly altered how people work, with an increasing number transitioning to working from home (WFH). This paradigm shift has raised various challenges in adapting living spaces to meet the needs of remote work. Dedicated workspaces or home offices need to be customized for creativity and productivity. Thus, this systematic literature review explores the potential challenges and limitations of implementing modern office design features in residential environments. The study synthesizes findings from 108 peer-reviewed articles published within the last decade, focusing on ergonomics, productivity, work–life balance, and spatial constraints. The study found several challenges in translating office design features to home settings. Firstly, spatial limitations in residential areas often restrict the implementation of open-plan layouts and collaborative zones, which are hallmarks of modern office designs. Secondly, the integration of ergonomic furniture and adjustable workstations are limited by budget constraints and the dual-purpose nature of many home spaces. Furthermore, the review highlights the psychological challenges of maintaining work–life boundaries when professional and personal spaces overlap. Noise pollution and distractions emerge as significant factors impacting productivity in home offices, which contrasts controlled modern office environments. The review suggests that the complete replication of modern office design in homes may be impractical; a hybrid approach that adapts key features to residential constraints could enhance home office productivity. Potential solutions could include modular furniture designs, the simulation of collaborative spaces, and the development of noise-cancelling technologies specifically for home environments. This study contributes to the growing body of knowledge on remote work environments and provides valuable insights for enhancing work–life balance, environmental sustainability, and economic growth. [ABSTRACT FROM AUTHOR]

Dilemma: UWL is facing the challenge of returning to the office after the pandemic lockdown, and the dilemma that UWL managers face raises the question: whether to remain with these employees who showed resistance to returning and in what terms both parties would deal with the outcome of these obstacles related to the return to the face-to-face modality of work in the organization. Educational objective: Develop experiential reflections of a real situation experienced by almost the entire population regarding the change in work regime, from office work to home office, and consequently, its return (or not). Realizing the importance of considering this new work model is also part of the objective. Contextualization: The entire world faced a completely atypical and unusual situation in 2020 and 2021, facing a pandemic caused by an unknown virus that changed the dynamics of an entire planet in a matter of weeks. Naturally, this was also reflected in work relationships. Main theme: The topic of people management is going through a process of transformation, especially after the Covid-19, and the main theme of the case presents precisely the conflicts generated during this period in a company in the foreign trade sector in the city of Itajaí. Audience: The case can be applied to Administration courses (lato and stricto sensu), in People Management disciplines. Originality/value: The case makes it possible to reflect on the Organizational Culture Theory, applying its concept to the management conflicts identified in the UWL problem. [ABSTRACT FROM AUTHOR]

Copyright of O Social em Questão is the property of Faculdades Catolicas - Pontificia Universidade Catolica do Rio de Janeiro and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: In recent years remote work has gained popularity due to the Covid-19 pandemic, which forced employers to implement a remote work; growing importance of digital technologies is also important. Therefore, author decided to check the entrepreneurs willingness to implement remote work, taking into account generational differences. Design/methodology/approach: In order to examine the problem, author conducted his own survey (survey at the sample of N = 132 entrepreneurs). The research method used is mainly a standardized survey conducted based on a questionnaire consisting of closed questions and a Likert scale. In addition, basic theoretical issues regarding remote work and differences between generations on the labor market were discussed. Findings: Studies allowed to learn about the feelings of entrepreneurs in relation to the performance of remote work by employees from various generations. Generally, it can be observed a general tendency: the younger employees, the greater the entrepreneurs' propensity to implement remote work. The research hypotheses will be explained thanks to the analysis of the results of the conducted own study. Research limitations/implications: The research presented in this article should be continued. In the following years, they can be enriched with research from the employees perspective, as well as to study the feelings of entrepreneurs regarding employees from the alpha generation. Originality/value: The author's own research enriches the literature by examining employers' attitudes regarding their approach to implementing remote work among employees representing different generations. The results of this research can be used both by employees (in order to learn what their potential employers feel about remote work), but also by managers/ entrepreneurs (knowledge from this research may be useful when managing an enterprise and making personnel decisions). [ABSTRACT FROM AUTHOR]

Objective: Analysis of long-term implications of remote working for employees in the IT services sector from the perspective of Polish managers and employees. The aim of the research undertaken in this article is to identify various threats that result from the implementation of remote work in organisations. Research Design & Methods: The theoretical part presents the issue of remote working, taking into account the challenges of its implementation, at different levels and in different dimensions (organisational, managerial, social). The empirical part presents the findings of the research carried out on a group of employees in the IT services sector and on a group of managers responsible for recruitment and management of work within IT project teams. Findings: The findings show a number of negative consequences in terms of efficiency, effectiveness of task performance, trust building and, above all, exchange of knowledge and broadly understood learning among employees, which will lead to the worsening of problems with recruiting new IT staff in Poland in the long term. Implications / Recommendations: Remote work will generate many new problems in the IT services sector. Contribution: The article fills a gap in the literature regarding remote working in the IT services sector, which is the youngest, but at the same time the most rapidly developing sector in Poland, showing a tendency for further intensive growth.

O presente artigo buscou, mediante pesquisa doutrinária, legal e jurisprudencial, a compreensão do conceito de teletrabalho e do direito à desconexão, analisando o modo como esse direito se manifesta perante tal modalidade de trabalho. O teletrabalho é um regime laboral caracterizado essencialmente por dois fatores: (i) o trabalho em local distante do estabelecimento patronal, seja qual for o lugar; e (ii) o uso da tecnologia para a realização de tarefas e da direção patronal. O direito à desconexão constitui direito fundamental implícito, que decorre de normas basilares da disciplina legal das relações laborais. Pode ser considerado um direito ao não trabalho, voltado à preservação do momento de lazer e descanso do trabalhador, sem interrupções por questões referentes ao labor. O desrespeito à desconexão é a hiperconexão, isto é, o estado em que o trabalhador acaba por estar constantemente conectado ao trabalho. A hiperconexão não se manifesta apenas pelo desrespeito à jornada laboral, mas também pela imposição de cargas excessivas de trabalho. Por sua natureza, o teletrabalho constitui um ambiente propício ao desrespeito à desconexão, tornando tênues as barreiras entre a vida privada e a vida laboral. As consequências do desrespeito ao direito à desconexão são graves, podendo acarretar desde a síndrome de burnout até o dano existencial. Em estudo de direito comparado, verifica-se quão omissa é a regulamentação da matéria no direito brasileiro, tornando-se absolutamente necessária a alteração legislativa para inserção na CLT de disposição especificamente direcionada a tutelar a prevenção da ofensa à desconexão.

Home offices são espaços de trabalho estruturados nos lares de vários profissionais que, segundo uma concepção preestabelecida no imaginário popular, configura-se basicamente por uma mesa, uma cadeira e um computador, onde o profissional pode desenvolver suas atividades laborais. Com outro olhar, este estudo vem promover a desconstrução desse pensamento, buscando um novo conceito de home office para os profissionais da indústria criativa. Utiliza-se, como método de pesquisa, os procedimentos de Massimo Canevacci descritos no estudo A Cidade Polifônica, na qual se desenvolve três etapas: a primeira concentra-se no mapeamento de profissionais que trabalham em home office; a segunda consiste na observação de contextos selecionados, com análise e interpretação dos dados; e, por fim, a terceira etapa caracteriza-se pela proposição de diretrizes projetuais. Para complementar, realizou-se uma fase de experimentação projetual em que se busca aplicar os conhecimentos gerados na concepção de um novo conceito de home office, que vem a ser o de lar-ateliê. A partir dessa construção, desenvolve-se uma representação visual de modelos de ambientes para dez segmentos profissionais. As constatações alcançadas possibilitaram a verificação de diversas variáveis e configurações possíveis de espaços residenciais-laborais.

It is now little remembered that the UK’s Home Office was once responsible for overseeing the state care of children in England and Wales. During the 1950s and 1960s, the Home Office children’s department issued a series of detailed reports that monitored the implementation of the modernising measures of the 1948 Children Act (an Act that also applied to Scotland). Evolution in the provision of children’s homes, in both the state and voluntary sectors, features strongly in the article, since the shift away from large institutions to smaller homes and to foster care was a central aim of the 1948 Act. This article outlines some of the main developments during this period, as described in these reports. Its main purpose is to illustrate the value of these reports and thereby encourage researchers to engage with them as primary sources on the history of residential childcare in the UK.

Purpose: the general objective of the study presented in this article was to describe and analyze how a highly complex hospital institution implemented the practice of home office in its operations during the pandemic. Methodology: a qualitative and exploratory approach was adopted. Data collection was carried out through semi-structured interviews conducted with six managers of Hospital Gama and a questionnaire with multiple-choice and essay questions completed online by employees of these managers' teams. Findings: the results indicated that: (1) facilitating elements provided by the hospital, managers, and employees were applied to the migration of the work modality; (2) several challenges were identified to the new modality, the overcoming of which could foster the transformation of the hospital's culture in the medium and long term; (3) the hospital was not prepared in terms of technology and human resources for the transition process, but a set of quick actions were taken to make the migration from in-person work to home office possible; (4) the advantages indicated by the interviewees about the new modality corroborate the literature that served as the theoretical basis for this research; and (5) the level of employee engagement during the change process appears to have remained the same or increased, according to the perceptions of the research participants. Originality: presents a single case study that describes and analyzes the process of migration from in-person work to telework as a consequence of the COVID-19 pandemic in a reference hospital for complex operations in the city of São Paulo. [ABSTRACT FROM AUTHOR]

This article sought to understand the influence of adopting home office work on the work-family conflict relationship of married women who worked in this way after the advent of the Covid-19 pandemic. In-depth interviews were carried out with fifteen professionals from different economic segments. In addition to portraying the circumstances experienced by these women in the context of the pandemic, the results indicated that most of the interviewees continue to assume the greatest burden of domestic and care work and that the adoption of remote work brought variable impacts to the work-family conflict of these women, depending on their family and professional situations. [ABSTRACT FROM AUTHOR]

Copyright of Revista Espacios is the property of Talleres de Impresos Oma and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

A raíz de la emergencia sanitaria por COVID-19 muchas empresas se vieron obligadas a enviar a su personal a trabajar desde casa y a proveer las condiciones e infraestructura mínimas adecuadas. El ambiente de aislamiento tiene efectos negativos como el estrés, la preferencia por el trabajo en oficina tradicional y la afectación a las relaciones interpersonales. El objetivo de este trabajo es analizar la percepción ante el teletrabajo por parte de los trabajadores de distintos sectores empresariales al adoptar la modalidad de trabajo desde casa a partir de contingencia por COVID-19. Se llevó a cabo una investigación mixta con diseño no experimental, longitudinal mediante la aplicación de encuestas. El instrumento mide con una confiabilidad del 95%, la percepción de los trabajadores sobre la flexibilidad, retos, beneficios y preferencias respecto al teletrabajo. Los resultados muestran las actitudes respecto al teletrabajo en cuatro dimensiones: flexibilidad, beneficios, retos y preferencia laboral. Se muestran los resultados de las variables sociodemográficas (puesto, antigüedad, estado civil, nivel de desempeño). La implicación principal de este estudio es el apoyo a las empresas para definir mejor sus estrategias futuras sobre la modalidad del trabajo más adecuada a los niveles de productividad deseados, así como las preferencias y rendimiento del personal.

Working from home (homeworking) is currently a much discussed topic and an area of working life that is already becoming a standard issue for employees. Homeworking (HW) provides employees with a very important degree of flexibility and freedom in their work organization and thus represents an important management tool for an effective work-life balance. The ability to work from home has proved essential in the face of the two-year Covid-19 pandemic, which has confronted the whole world and especially business managers. A whole range of work (especially administrative work) moved to employees' homes very quickly. Homeworking has also become very widespread due to better IT support and online communication capabilities in most businesses and is poised to become even more prevalent in the future. The aim of this paper is to evaluate the aspects that influence the adoption of HW in the Czech Republic and to describe the different perceptions of HW depending on the size of the enterprise. The research was conducted towards the end of 2020 during the ongoing Covid-19 pandemic. The authors managed to collect data from 216 enterprises through a questionnaire survey. Managers as the Covid-19 crisis, the nature of HW-enabling work and the possibility of working most frequently cited the main reasons for HW adoption during light sickness. Important aspects influencing the adoption of HW from managers' perspectives include the possibility of working in light sickness, the required availability of employees, as well as employee satisfaction and flexibility. [ABSTRACT FROM AUTHOR]

BACKGROUND: Sleep hygiene habits and self-reported sleep quality of those who work from home have yet to be fully understood. As working from home was widely implemented during the COVID-19 pandemic, the period might be a convenient model for studying the measures, as mentioned earlier. OBJECTIVE: This study aimed to assess sleep hygiene habits and self-reported sleep quality in people working from home in March 2020, when the COVID-19 pandemic began. METHOD: This study was designed as a cross-sectional web-based survey. An anonymous questionnaire consisted of sociodemographic variables and questions about personal habits, e.g., exercise activities and caffeine consumption. The outcome measures to assess sleep hygiene and sleep quality were the Sleep Hygiene Index (SHI) before and after the home office (HO) and the Pittsburgh Sleep Quality Index (PSQI). RESULTS: A total of 204 responses were received. The prevalence of significant sleep disturbance (PSQI > 5) was 51 %. The mean PSQI and SHI scores were 6.15±3.385 and 17.67±7.836, respectively. PSQI and SHI showed a significant mutual positive correlation at the level of significance p < 0.001. The total score for SHI was similar before and after working from home (p = 0.982). However, differences were observed in its components. CONCLUSION: The total score on SHI did not change when compared before and during HO. However, working from home was associated with sleep hygiene malpractice in some individual components of SHI. On the other hand, some aspects of sleep hygiene behavior improved during HO. [ABSTRACT FROM AUTHOR]

Objective: The goal of this study was to evaluate the prevalence and change in perception of physical discomfort, including musculoskeletal discomfort, during the COVID-19 pandemic and to determine associations of demographic factors, telework activity, and home office characteristics with the highest prevalence of discomfort. Background: The COVID-19 pandemic forced a substantial increase in telework in many countries. The sudden change from a regular workplace to an improvised "home office" may have an impact on working conditions and physical symptoms of office workers. However, investigations in this area remain limited. Method: A cross-sectional study design was used to compare self-reported complaints of physical discomfort perceived from before with those during the pandemic. Associations between complaints and home office characteristics were investigated from 150 faculty and 51 administrative staff of an academic institution with an age range of 41.16 ± 10.20 (59% female). Results: A significant increase of physical discomfort was found during the pandemic period for head, eyes, hand, and upper back for both staff and faculty and neck, shoulders, elbows, and lower back for faculty only. Logistic regression analyses point to associations with the lack of a laptop stand, uncomfortable desk, poor lighting, and sitting time, among others. Conclusion: A high prevalence of physical discomfort was reported by teleworkers during the COVID-19 pandemic. Some home office characteristics were associated with these discomforts. Application: Some telework characteristics seem to be risk factors for physical discomfort. Consideration should be given to teaching best practices for workstation setup and/or conducting other preventive interventions in the work environment. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to better understand technology adoption and working from home (WFH) behaviour of micro and small enterprises (MSE) with 4 to 49 employees during the first (2020) and second (2021) COVID-19 lockdowns in Switzerland. Design/methodology/approach: This study uses two data sets gathered using computer-assisted telephone interviewing surveys conducted with 503 managing directors of Swiss MSEs after the first and 506 MDs after the second COVID-19 lockdown period. Findings: The study revealed that during the COVID-19 pandemic, WFH arrangements are related to the adoption of technology by Swiss industry groups. Furthermore, industry characteristics and technology adoption strategies are also associated with the long-term prospect of WFH. The overall result confirms the predominant role of technology pioneers. Research limitations/implications: The study focuses on MSEs in Switzerland during a specific period. The data set includes mainly quantitative data. Future studies could investigate larger enterprises in international contexts, integrating employees' viewpoints founded on long-term gathered qualitative data. The implications of this study include predictions about future WFH behaviour in Swiss MSEs. Originality/value: To the best of the authors' knowledge, this is the first study collecting data in Swiss MSEs after the two COVID-19 lockdowns in 2020 and 2021. As a result, this study offers a unique perspective on a specific business segment, which accounts for around 70% of global employment. [ABSTRACT FROM AUTHOR]

This research article aims to explore how employees are coping with working from home and provides practical suggestions for employers and managers adapting to the "new normal". The main contribution of this research lies in the comprehensive integration of various aspects of managing a home office into four strategies, surpassing the findings of prior studies that focused on specific areas. This was achieved through a qualitative descriptive approach. Through semi-structured interviews with employees in the Czech Republic during the COVID-19 pandemic, four distinct employee types ("Working from Home is Not for Me", "Yin and Yang", "Holiday with Emergency", and "Chameleon") were identified based on their adaptation strategies. These strategies encompass aspects like time management, self- and family management, setting boundaries, task management, stress reduction, and adherence to rules. The article concludes by offering suggestions for more effective collaboration and employee management, taking into consideration their approach to remote work. [ABSTRACT FROM AUTHOR]

Chegada à pandemia da Covid-19 o mundo mudou totalmente, e com essas mudanças o mercado de trabalho sofreu impactos de grande repercussão. Apesar de já existir o teletrabalho, a pandemia impulsionou e fez com que a modalidade home office ganhasse destaque no dia a dia das empresas e dos seus empregados, pois foi a única forma encontrada para que as empresas continuassem funcionando e os empregados continuassem com seus empregos. O teletrabalho é o trabalho que ocorre fora das dependências do empregador, podendo ser realizado em outras cidades, estados, países, principalmente via internet, e que tem como base legal um contrato de trabalho. O home office, traduzido como escritório em casa, refere-se ao trabalho realizado na casa do empregado. No entanto, não há respaldo expresso na legislação. O presente estudo objetiva demonstrar formas para que o empregado e empregador possuam segurança jurídica na relação de trabalho frente à ausência de normas específicas a respeito da modalidade home office, e que as jurisprudências são aplicadas como fontes indiretas do direito, passando uma garantia dos direitos e obrigações que devem ser cumpridas pelas partes na relação de trabalho. Além disso, serão apresentadas as alterações dos requisitos existentes na relação de emprego perante o contexto pós-pandêmico, que apesar de não ser efetivamente cumprido, existem ferramentas que suprem a ausência desses requisitos. Todavia considerando todo esse contexto, é possível conquistar uma relação trabalhista com equilíbrio, boa-fé e segurança para o trabalhador e a empresa, com os amparos jurídicos que foram apresentados. O método utilizado neste trabalho é o dedutivo, cuja técnica de pesquisa é documental e bibliográfica, materializada na pesquisa de doutrina, jurisprudência e legislação.

Este artigo tem como objetivo compreender a percepção dos trabalhadores que atuam em duas empresas de tecnologia, sobre as condições de trabalho para o retorno presencial após três anos de home office. O estudo classifica-se como observacional descritivo. Quanto aos procedimentos, caracteriza-se por ser uma pesquisa de campo com abordagem do problema sob o paradigma qualitativo. O campo do estudo foram duas indústrias da área de tecnologia da região metropolitana e Grande Porto Alegre (Rio Grande do Sul). Utilizou-se como instrumento para a coleta dos dados uma entrevista semiestruturada. O grupo de participantes foi composto por 63 trabalhadores. Os resultados das entrevistas constituíram três categorias classificadas em aspectos positivos: facilitação de trocas, interação e socialização; aspectos negativos: tempo de deslocamento, adequação de rotinas pessoais e familiares; e sugestões de melhorias: do trabalho home office para o presencial. Os resultados indicam que a percepção dos trabalhadores sobre o retorno ao trabalho tem relação direta com a experiência positiva ou negativa vivida durante o home office. A principal sugestão dos trabalhadores, aponta para o trabalho híbrido, no qual os trabalhadores podem usufruir do benefício das duas modalidades de trabalho. A experiência adquirida com o período de trabalho remoto pode propiciar adequação às novas relações de trabalho, desde que o ponto central seja a saúde do trabalhador.

O presente documento traz os resultados de um projeto de pesquisa e extensão, "Cada um em seu quadrado (cubo): repensando os espaços da habitação, do trabalho e da cultura em tempos de pandemia", sendo a frente de pesquisa estudar os impactos trazidos pela alteração da relação trabalho (estudo) - casa no período de pandemia, questões relacionadas a saúde e bem estar da população afetada. Para tal foi levado em consideração parâmetros como ergonomia e funções do espaço atrelados ao rendimento, qualidade e problemáticas das ações ali realizadas, ademais, como poderia a adequação pela arquitetura e do mobiliário modificar essas questões. Para se obter as informações necessárias, foram realizadas revisões bibliográficas e entrevistas. Por meio da pesquisa foi possível supor que mudanças no espaço físico e no modo de realização das tarefas, aliados dos conselhos de profissionais da área, como arquitetos e fisioterapeutas, podem ajudar a diminuir os impactos negativos pelo novo modelo de trabalho e/ou estudo introduzidos mesmo antes do período da pandemia, e após esta, acelerados e recrudescidos.

The implementation of the home office has changed the organization of work not only during the pandemic but also permanently, so it is considered challenging to explore the effects on work processes and the value orientation of employees. This study aims to identify the employees’ subjective perceptions of work productivity, as well as the advantages and disadvantages of home office during each wave of the COVID-19 outbreak, by taking into account the views of each generational cohort. The paper analyzes the effects of the home office on employee productivity in Slovak firms and its impacts on private life. Descriptive statistical methods were used to process the data obtained by questionnaire survey, conducted in several phases from September 1, 2020, till August 20, 2022, on a sample of 1167 respondents reached by random selection. The questionnaire was distributed through social network sites and targeted at people who use information and communication technologies, which is a requirement of the home office. The hypothesis was verified using the chi-square test. Based on the survey results, workers who use home offices feel isolated and prefer a combined form of work; they lack social contact, which reflects negatively on their mental health. The combined form of work also significantly impacts the sustainability of work productivity. The study recommends that organizations ensure work-life balance, understanding the particular generations working within the home office.

The COVID-19 pandemic has significantly altered how people work, with an increasing number transitioning to working from home (WFH). This paradigm shift has raised various challenges in adapting living spaces to meet the needs of remote work. Dedicated workspaces or home offices need to be customized for creativity and productivity. Thus, this systematic literature review explores the potential challenges and limitations of implementing modern office design features in residential environments. The study synthesizes findings from 108 peer-reviewed articles published within the last decade, focusing on ergonomics, productivity, work–life balance, and spatial constraints. The study found several challenges in translating office design features to home settings. Firstly, spatial limitations in residential areas often restrict the implementation of open-plan layouts and collaborative zones, which are hallmarks of modern office designs. Secondly, the integration of ergonomic furniture and adjustable workstations are limited by budget constraints and the dual-purpose nature of many home spaces. Furthermore, the review highlights the psychological challenges of maintaining work–life boundaries when professional and personal spaces overlap. Noise pollution and distractions emerge as significant factors impacting productivity in home offices, which contrasts controlled modern office environments. The review suggests that the complete replication of modern office design in homes may be impractical; a hybrid approach that adapts key features to residential constraints could enhance home office productivity. Potential solutions could include modular furniture designs, the simulation of collaborative spaces, and the development of noise-cancelling technologies specifically for home environments. This study contributes to the growing body of knowledge on remote work environments and provides valuable insights for enhancing work–life balance, environmental sustainability, and economic growth.

Com o avanço da globalização e das ferramentas digitais é possível assumir trabalhos via home office para empresas locais ou, até mesmo, para o outro lado do mundo. Este estudo visa investigar mobilidades relativas ao trabalho em home office de brasileiros que atuam no mercado internacional. Foram coletadas narrativas de 14 trabalhadores de carreiras diversas. Os resultados apontam que (i) as formas de ingresso no home office transnacional ocorreram devido a mobilidades geográficas anteriores, como trabalho, estudo e turismo no exterior, bem como ao uso de ferramentas para mobilidade tecnológica como plataformas digitais, Google, LinkedIn, e Whatsapp; (ii) apenas um entrevistado é contratado como funcionário por empresa estrangeira, os demais são autônomos, trabalham por contrato e prestam serviços para empresas e/ou via plataformas digitais. A remuneração em moeda estrangeira acima do valor do mercado brasileiro é vista como vantagem; (iii) o investimento em si e em equipamentos tecnológicos e de infraestrutura do home office são necessários para acessar oportunidades de vagas globais via mobilidade tecnológica. A acentuada flexibilização do trabalho aliada à mobilidade tecnológica e à imobilidade geográfica, evidencia uma nova modalidade de trabalho propiciada pela mobilidade global virtual que denominou-se home office transnacional.

O teletrabalho compulsório vivenciado na pandemia demandou das organizações, especialmente as públicas, reorganizar o trabalho e oferecer diferentes tipos de suporte para realização das atividades laborais. Os servidores do judiciário passaram a trabalhar em home office e com intensiva demanda de adaptação para desenvolver atividades em interação e de forma virtual. Neste sentido, a presente pesquisa investigou a percepção de suporte social, gerencial e organizacional de servidores públicos do poder judiciário do sul do Brasil. Foram realizados dois grupos focais, um presencial e um online, com a participação de oito e sete trabalhadores, respectivamente. As falas foram transcritas e organizadas em três categorias definidas a priori: suporte social, suporte gerencial e suporte organizacional. Os resultados mostraram que os servidores perceberam suporte social dos colegas e da chefia, embora muitos trabalhadores tenham relatado falta de apoio gerencial na realização do teletrabalho. Houve relatos que indicaram situações de assédio moral por parte dos gestores durante a pandemia. Em relação ao suporte organizacional, os servidores declararam que o tribunal de justiça não ofereceu os requisitos básicos, como as condições materiais, o que impactou no desempenho das atividades. Tais achados contribuem para que futuras intervenções no contexto judiciário possam otimizar e articular os diferentes tipos de suporte recebidos nos arranjos flexíveis de trabalho.

The objective of this article was to verify the challenges and trends that post-pandemic digital life can bring to distance education and the home office, based on the results of master's and doctoral research on the subject. A qualitative, descriptive research was carried out and the technical procedure was a bibliographic research. To this end, two consultations were carried out in the theses and dissertations bank of the IBICT portal: the 1st consultation was about the on post-pandemic EaD-related research and the 2nd consultation was about on post-pandemic home office. Regarding post-pandemic distance education trends, it was observed that there is an increasing use of digital technologies in their pedagogical practices, which was to be expected, as technology has always impacted the distance education. However, technologies also pose challenges, especially regarding their access. In the case of the home office, the challenges were access to and use of technology, ergonomic issues, damage to health, impasses related to gender, differences between men and women in the work environment. And, the trend is that the adoption of the hybrid model of work or the home office itself as definitive practices is an expected reality. [ABSTRACT FROM AUTHOR]

Objective: To analyze the quality of life at work (QOL) of workers from various positions and occupations, under a home office work regime, comprising as they process of adaptation to the context imposed by the pandemic of COVID-19. Design/method/approach: Descriptive schist, with a qualitative approach, using the online interview, with a semi-structured script as a data collection technique. The snowball technique was used to reach the eight women who were on a home office basis due to the COVID-19 pandemic. The data were analyzed through content analysis, with categories defined a priori. Results: It should identify the adaptation of workers to the COVID-19 pandemic and the home office, the influence of this work regime on personal and professional routine, quality of life (QOL) and QOL, and the impacts on physical and mental health, which depend mainly on the context in which each worker lives and works. It was observed that the greatest impact on the lives of professionals was not the home office, but the pandemic as a whole, which brought a mixture of feelings and challenges. Originality/value: The value of the study lies in its theory, practical and social contribution to working with dilemmas and challenges of the home office experienced in the pandemic moment. Moreover, the work will give organizations greater attention to the well-being of workers, rethinking qoL and QOV issues that automatically affect a healthier and happier society. [ABSTRACT FROM AUTHOR]

Copyright of Alcance is the property of Universidade do Vale do Itajai and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista Telos is the property of Revista Telos and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The impacts of the COVID-19 pandemic are still prevalent in the Hungarian labour market. With home office gaining ground, the traditional way of working before the pandemic was partially altered, for which neither employers nor employees were ready. Work-life balance was upset by the change in the daily routine. In our quantitative online questionnaire survey, we looked at whether this disruption and change had a greater impact on the older or younger generation and whether there was a discernible gender difference in home office work in Hungary. Before the questionnaire survey, two hypotheses were developed. One of our hypotheses was confirmed and the other was rejected after analysing the data. We demonstrated that older age groups – the Baby Boomer and Generation X – are more satisfied with their work-life balance than younger age groups – the Generation Y and Generation Z – using statistical methods (cross-tabulation analysis and chi-square test). We examine these possible causes and make recommendations for strategies to promote work-life balance in our article. [ABSTRACT FROM AUTHOR]

Copyright of Environmental & Social Management Journal / Revista de Gestão Social e Ambiental is the property of Environmental & Social Management Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of GeSec: Revista de Gestao e Secretariado is the property of Sindicato das Secretarias e Secretarios do Estado de Sao Paulo (SINSESP) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Knihovna is the property of Library Institute of the Czech National Library and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of GeSec: Revista de Gestao e Secretariado is the property of Sindicato das Secretarias e Secretarios do Estado de Sao Paulo (SINSESP) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose – The purpose of the article is to analyze the influence of output control, autonomous motivation and controlled motivation on task performance of public servants at home office owing to the COVID-19 pandemic. Design/methodology/approach – A survey was conducted based on the perception of 236 public servants, and structural equation modeling (SEM) technique was used for data analysis. Findings – Both autonomous motivation and output control are positively and significantly related to task performance. Research limitations/implications – The present study expands the literature with information about individual performance and management control, which can be related to the control, motivation and task performance of public servants at home office in a pandemic context. Practical implications – The results could offer a basis for understanding how managers can deal with the challenges while at home office. They can also provide managers with information that they can use to build management strategies to foster the performance of public servants at home office. Social implications – Home office can decrease commuting to a central workplace, alleviate traffic problems and reduce car pollution. It also allows for business continuity in the face of storms and pandemics. Originality/value – Most studies about home office, COVID-19 and task performance have addressed personal, professional and organizational characteristics. However, little is known about the analysis of combinations of the following constructs: output control, autonomous and controlled motivations, and how both affect task performance of public servants.

AbstractThis theoretical scientific study explores the link between the implementation of a working time recording system in the home office and knowledge management, given that the goal of knowledge management is to create a culture of continuous learning and innovation within the employer, leading to increased efficiency and effectiveness. The main source of knowledge needed for the purposes of processing this study were scientific articles that were searched in the ScienceDirect, Google Scholar, Web of Science, Scopus and JSTOR databases. The material also includes selected legal regulations and court decisions. We thoroughly examined these sources and summarized the information found in the conclusion. Similarly, in the home office context, implementing a working time recording system can help with knowledge management in several ways, including increased visibility, improved organization, enhanced collaboration and enhanced learning. Moreover, the literature suggests that implementing a working time recording system in the office can have several benefits for knowledge management. By providing a more accurate and detailed record of employee work activity, tracking employee learning and development activities, and enabling the tracking of the flow of work within an organization, such systems can support the management of knowledge and help employers to achieve their goals.

Este trabajo de investigación tuvo como objetivo principal determinar la relación entre el home office y el desempeño laboral, tomando como caso de estudio una empresa que brinda servicios digitales en Lima, Perú, durante 2023. El estudio fue de tipo aplicado y usó un enfoque cuantitativo. La metodología usada correspondió al diseño no experimental y de alcance descriptivo-correlacional. La población de estudio la constituyeron 115 trabajadores de la empresa. Se empleó como instrumento el cuestionario, que contuvo 16 preguntas de respuesta única en una escala Likert del 1 al 5. El resultado general sobre este caso específico fue que la variable home office tiene una relación de 0.340 en el desempeño laboral, lo que significa que su grado de correlación positiva es baja, lo que valida nuestra hipótesis alterna. A modo de conclusión general, esta correlación positiva baja confirmó que el home office, como sistema de trabajo aplicado en esta empresa que ofrece servicios digitales, incrementa levemente el desempeño laboral. Asimismo, se toma una postura conservadora y se recomienda implementar la modalidad híbrida de teletrabajo.

Este estudo aprofunda a análise sobre o controle da jornada de trabalho aplicado aos profissionais que desempenham suas atividades em home office, explorando não apenas a compreensão desse modelo laboral, mas também os aspectos jurídicos intrínsecos a essa modalidade de trabalho remoto. O trabalho em home office evoluiu com o surgimento de novas ferramentas e softwares ao longo do tempo, tornando-se progressivamente mais acessível para as organizações, que passaram a adotar esse modelo de forma moderada, nesse sentido evidencia temas essenciais relacionados ao trabalho à distância. Para isso, de que maneira os autores discutem a prática do home office e teletrabalho, hora extra na modalidade de trabalho à distância, assim como explorar como a legislação brasileira lida com o trabalho remoto. Além disso, investigar as opções disponíveis para o controle da jornada de trabalho e avaliá-los. Estes aspectos são fundamentais para examinar os efeitos da modalidade de trabalho em home office nas condições de trabalho, assim como, na legislação trabalhista brasileira.

Copyright of Revista Eletrônica de Ciência Administrativa is the property of Instituto Brasileiro de Estudos e Pesquisas Sociais and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Abstract Background Since social distancing during the COVID-19-pandemic had a profound impact on professional life, this study investigated the effect of PCR testing on on-site work. Methods PCR screening, antibody testing, and questionnaires offered to 4,890 working adults in Lower Saxony were accompanied by data collection on demographics, family status, comorbidities, social situation, health-related behavior, and the number of work-related contacts. Relative risks (RR) with 95 % confidence intervals were estimated for the associations between regular PCR testing and other work and health-related variables, respectively, and working on-site. Analyses were stratified by the suitability of work tasks for mobile office. Results Between April 2020 and February 2021, 1,643 employees underwent PCR testing. Whether mobile working was possible strongly influenced the work behavior. Persons whose work was suitable for mobile office (mobile workers) had a lower probability of working on-site than persons whose work was not suitable for mobile office (RR = 0.09 (95 % CI: 0.07 – 0.12)). In mobile workers, regular PCR-testing was slightly associated with working on-site (RR = 1.19 (0.66; 2.14)). In those whose working place was unsuitable for mobile office, the corresponding RR was 0.94 (0.80; 1.09). Compared to persons without chronic diseases, chronically ill persons worked less often on-site if their workplace was suitable for mobile office (RR = 0.73 (0.40; 1.33)), but even more often if their workplace was not suitable for mobile office (RR = 1.17 (1.04; 1.33)). Conclusion If work was suitable for mobile office, regular PCR-testing did not have a strong effect on presence at the work site. Trial registration An ethics vote of the responsible medical association (Lower Saxony, Germany) retrospectively approved the evaluation of the collected subject data in a pseudonymized form in the context of medical studies (No. Bo/30/2020; Bo/31/2020; Bo/32/2020).

A presente pesquisa teve como objetivo levantar as percepções dos trabalhadores que passaram a realizar suas atividades laborais em home office durante a pandemia do Covid-19, bem como suas expectativas relativas ao período pós-pandemico. Para esse fim, realizaram-se dez entrevistas em profundidade com teletrabalhadores de diferentes setores de atuação. Optou-se pela aplicação da técnica de Análise de Conteúdo para tratamento dos dados coletados. Examinando os resultados alcançados, verificou-se que a ruptura repentina e desestruturada do modelo de trabalho presencial, seguida pela adoção do home office, apesar de justificada devido ao avanço da pandemia, criou diversas dificuldades para os trabalhadores entrevistados, especialmente no que se refere à conciliação das demandas pessoais e profissionais. Complementarmente, constatou-se também que os participantes da pesquisa, devido à ausência de uma divisão clara, tanto física quanto temporal, entre a vida pessoal e o trabalho, passaram a estender a jornada laboral diária com frequência, o que os levou a um estado de esgotamento e estresse. Apesar dessas dificuldades, os entrevistados se mostraram favoráveis à permanência do home office mesmo após o fim da pandemia, demonstrando, em sua maioria, a preferência pelo modelo híbrido de trabalho. Este estudo contribui para a discussão acerca da necessidade de planejar adequadamente a migração do trabalho presencial para o home office ou vice-versa, de modo que esse processo ocorra de maneira harmoniosa e organizada, evitando a insatisfação profissional dos trabalhadores envolvidos e um eventual fracasso da adoção do teletrabalho.

The Covid-19 pandemic has complicated business activities at various levels, primarily in terms of work organization. The objective of this research is to determine the significance of organizational culture for employees working in home office conditions. What values and amenities, previously preferred in a company, are missing for employees in remote working conditions at home (RQ1)? Which values of organizational culture were predominant during remote work, playing an important role in home office conditions (RQ2)? Which were lacking (RQ3)? To analyze the above issues, this article used both secondary studies of national reports examining remote work, and the author’s pilot study using an online questionnaire. The research results indicated that remote work during the Covid-19 pandemic, in most cases, did not neglect the key values of organizational culture and the involvement of employees. The biggest problem turned out to be cultivating the values primarily responsible for building trust, honesty, and respect, as well as communication and motivation.

Copyright of Anáhuac Journal is the property of Universidad Anahuac del Sur S.C. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Marketing & Menedzsment is the property of University of Pecs and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)