Search

The recent pandemic resulted in significant changes in workplaces that saw people come to live and work differently. What was previously experienced and understood to be the 'workplace', along with associated work practices, has shifted and the construct of the workplace has become multiple as more people work remotely. We propose that these changes have also shifted practices of working, providing significant insights into how learning may be happening, not in 'workplaces' but rather in reformed 'sites' of work. To explore changed work and learning practices in sites of work, we adopt the Theory of Practice Architectures to explore how workers in managing roles learned to practise their work differently in newly formed sites of work. This article provides evidence from semi-structured interviews with 12 managers during the changes wrought during the pandemic in Australia using the 'Interview to the double' approach. We highlight how the managers understood their changes in work and shows empirically how the concept of 'workplace learning' requires a reconceptualization of learning that rejects a focus on learning as defined by process and instead adopts a practice-based definition of learning as 'coming to practice differently'.

In 2020, COVID-19 triggered rapid growth in the use of flexible work arrangements (FWA) in universities. While the impacts of this shift are still emerging, this article contributes analysis of the ways university staff experienced FWAs prior to the pandemic. In-depth discussions with sixty staff across eight focus groups highlighted substantial inequalities in access to and take-up of FWAs. Staff described different levels of access to flexibility among academic and professional staff. Many felt individualised processes of requesting flexibility deterred the use of FWAs, and meant capacity to utilise flexibility was serendipitous, and dependent on local managers' mindsets. By exploring the inequalities and tensions characterising flexible work in universities prior to the pandemic, the article contributes evidence against which to assess the profound changes in university workplaces associated with COVID-19, and informs discussions of the ways equity and access can be addressed in emerging higher education landscapes.

Telepractice is emerging as a viable alternative to traditional "face-to-face" service as practitioners seek to meet the diverse needs of children who are deaf or hard of hearing and their families. Telepractice provides the opportunity for many countries to expand their reach and viability within their own borders as well as the possibility of delivering some services internationally. The potential benefits of moving to telepractice models of service delivery are significant, but successful implementation requires that consideration be given to potential barriers. As one of the international "early adopters" of telepractice, the experiences of service providers in Australia offer insight into the factors that influence the development of telepractice services as well as some of the potential barriers to implementation.

Since the late 1980s, research on post-industrialized economies shows that the boundary between work and family is increasingly becoming blurred. The continuing evolution of e-technology allows work for some to be done anywhere, anytime. This article examines the degree to which e-technology has transferred work into the home lives of academics and how this has affected their work/life balance. Drawing on a study in an Australian university of academics with young children, we utilise the terms "work extensification" and "work intensification" to explore whether these new technologies are a blessing or a curse in their work lives. At the same time we describe the deteriorating working conditions for Australian academics whose work has intensified and extended into their private lives with longer working hours in a speeded up environment. Our findings revealed the use of metaphors such as invasion and intrusion of e-technologies into academics' homes and their need to establish boundaries to separate work and family life. Most felt that having e-technologies at home was of benefit to their work but they came at a cost to their family life--delivering a blessing and a curse.

Case studies of rural teleworking in an Australian government department and a community organization found that a key constraint is lack of telecommunications and services infrastructure. Teleworkers had differing views of working in isolation, depending on the nature of work roles, attitudes toward technology, and personal life experiences. (Contains 32 references.) (SK)

A survey of 2,528 Australian organizations found that 44% had used some teleworkers, 15% did regularly. Larger organizations were more likely to use them. Most telework was done at home. In one-third of companies all teleworkers were male, in one-fourth over 75% were female. Teleworkers were most likely to be in management, information technology, or professional occupations. (SK)

Working from home expanded rapidly during the COVID-19 pandemic. This Controversy examines how working from home was framed and regulated pre-pandemic. We contrast this with the changes made to Australia's industrial award system during the pandemic to increase flexibilities around working from home, in response to a collective need for a responsive safety net. We argue that the conception and regulation of working from home is shifting from an individual flexibility, to a 'collective flexibility' available to a wide array of workers, collectively negotiated and governed by increased regulation. While industrial instruments were varied to accommodate public health requirements and the need of organisations and employees to work from home, these shifts were temporary. We argue that working from home provisions should rightly be regulated as a collective entitlement. We therefore consider possible ways forward in regulating this form of working, drawing from international developments. We raise these issues to extend debates around how working from home can be regulated to benefit employers and employees as we move towards COVID-normal. [ABSTRACT FROM AUTHOR]

Objective To evaluate the perceptions of the coronavirus disease 2019 (COVID-19) initiated workplace strategies implemented in radiation oncology departments across Australia. Methods A multidisciplinary team from Princess Alexandra Hospital developed a survey to address the impact of the pandemic strategies on areas such as patient care, staff education, well-being, flexible working arrangements, and research. The survey was conducted from November 2020 to April 2021. Results Out of 210 respondents from seven institutions, 45% reported burnout and 57% experienced work work-related stress. A significant majority of respondents were in favour of continued remote work (86%, 131/153). Radiation oncologists identified administrative or non-clinical work (92%, 34/37), telehealth clinics (32%, 12/37), or radiation therapy planning (22%, 8/37) as suitable for remote work. Additionally, 54% (21/39) of the radiation oncologists plan to use telehealth more frequently, with 67% (26/39) feeling more confident with the technology. The majority (81%, 171/210) of participants favoured continuation of hybrid in-person and virtual meetings. Virtual solutions were adopted for quality assurance activities (72%, 118/165) and 52% (60/116) indicated preference for ongoing utility of virtual platforms. However, 38% (79/210) of the respondents expressed concerns about the negative impact on junior staff training. Conclusion These findings reveal a strong inclination towards technological advancements and remote work arrangements to enable flexible working conditions. Our study suggests the need for ongoing reforms, focusing on improving clinical service delivery efficiencies and enhancing job satisfaction among clinicians.

In this paper, we draw on insights from economic theory on urban growth, large shocks and spatial dynamics to assess COVID‐19 flow‐on effects and potential disruptive legacy in urban‐regional dynamics. Urban dynamics in Australia are assessed at national, regional and intra‐urban scales. Long‐term and short‐term urban dynamics are analysed against random growth, locational fundamentals and increasing returns theories of urban growth and adjustment. A focus in Australia and elsewhere is the potential effect of COVID‐19 on where people want to live, enabled in part by technological connectivity that releases some workers from proximity to work constraints when choosing a home. Our results suggest that urbanisation trends and adjustments to shocks differ for capital cities and noncapital cities. At the inter‐regional migration level, Australia's largest urban system, Sydney, is characterised by a cointegration relationship between outmigration and Sydney property prices relative to other housing markets. At finer spatial scales, COVID‐19 had a negative impact on house prices within Sydney and may, for some micro‐geographies and/or towns and regional centres, lead to significant change. However, typically this effect on houses (not units) began to dissipate in the period June‐November 2020, when also controlling for housing policy pre‐ and post‐COVID‐19. [ABSTRACT FROM AUTHOR]

• A comparative lifecycle assessment (CLCA) evaluated teleworking. • Modelling of telework assessed the rebound effect which is demonstrated to be negligible. • Teleworking is more beneficial if employees travel ≥30 km each work day. • More energy efficient home offices compared to commercial offices, mean greater environmental benefits. • Policy and practise recommendations include downsizing permanent office space. A comparative lifecycle assessment (CLCA) was undertaken to determine the environmental effect or impact of teleworking compared to office-based work in a corporate setting in Australia. Teleworking was demonstrated to have smaller environmental effects than office-based working, but only under certain conditions. Teleworking was more beneficial if an employee travels ≥30 km each workday. The more energy efficient the employer's buildings are, the lower the environmental value of teleworking. Greater energy efficiency in home offices means greater environmental benefits. If the energy used in the remote (residential) work area increases above 1212 kW h of energy per year, the environmental effects become greater than those from non-teleworking. The greater the use of renewable energy in remote compared with commercial offices, the greater the environmental benefits of teleworking. Rational corporate policy recommendations were developed based on these outcomes. [ABSTRACT FROM AUTHOR]

Due to the COVID-19 pandemic, the number of employees in flexible work from home has increased markedly along with a reliance on information communication technologies. This study investigated the role of an organisational factor, psychosocial safety climate (PSC; the climate for worker psychological health and safety), as an antecedent of these new kinds of demands (specifically work from home digital job demands) and their effect on work-life conflict. Data were gathered via an online survey of 2,177 employees from 37 Australian universities. Multilevel modelling showed that university level PSC to demands, y=-0.09, SE=0.03, p<0.01, and demands to work-life conflict, y=0.51, SE=0.19, p<0.05, relationships were significant. Supporting the antecedent theory, university level PSC was significantly indirectly related to work-life conflict via demands (LL -0.10 UL -0.01). Against expectations PSC did not moderate the demand to work-life conflict relationship. The results imply that targeting PSC could help prevent work from home digital job demands, and therefore, work-life conflict. Further research is needed on the role of digital job resources as flexible and hybrid work takes hold post COVID.

Objectives: To estimate initial levels of symptoms of depression and anxiety, and their changes during the early months of the COVID-19 pandemic in Australia; to identify trajectories of symptoms of depression and anxiety; to identify factors associated with these trajectories., Design, Setting, Participants: Longitudinal cohort study; seven fortnightly online surveys of a representative sample of 1296 Australian adults from the beginning of COVID-19-related restrictions in late March 2020 to mid-June 2020., Main Outcome Measures: Symptoms of depression and anxiety, measured with the Patient Health Questionnaire (PHQ-9) depression and Generalised Anxiety Disorder (GAD-7) scales; trajectories of symptom change., Results: Younger age, being female, greater COVID-19-related work and social impairment, COVID-19-related financial distress, having a neurological or mental illness diagnosis, and recent adversity were each significantly associated with higher baseline depression and anxiety scores. Growth mixture models identified three latent trajectories for depression symptoms (low throughout the study, 81% of participants; moderate throughout the study, 10%; initially severe then declining, 9%) and four for anxiety symptoms (low throughout the study, 77%; initially moderate then increasing, 10%; initially moderate then declining, 5%; initially mild then increasing before again declining, 8%). Factors statistically associated with not having a low symptom trajectory included mental disorder diagnoses, COVID-19-related financial distress and social and work impairment, and bushfire exposure., Conclusion: Our longitudinal data enabled identification of distinct symptom trajectories during the first three months of the COVID-19 pandemic in Australia. Early intervention to ensure that vulnerable people are clinically and socially supported during a pandemic should be a priority., (© 2021 AMPCo Pty Ltd.)

Objective: To characterise the working arrangements of medical research scientists and support staff in Australia during the COVID-19 pandemic, and to evaluate factors (in particular: wearing pyjamas) that influence the self-assessed productivity and mental health of medical institute staff working from home., Design: Prospective cohort survey study, 30 April - 18 May 2020., Setting, Participants: Staff (scientists and non-scientists) and students at five medical research institutes in Sydney, New South Wales., Main Outcome Measures: Self-assessed overall and task-specific productivity, and mental health., Results: The proportions of non-scientists and scientists who wore pyjamas during the day were similar (3% v 11%; P = 0.31). Wearing pyjamas was not associated with differences in self-evaluated productivity, but was significantly associated with more frequent reporting of poorer mental health than non-pyjama wearers while working from home (59% v 26%; P < 0.001). Having children in the home were significantly associated with changes in productivity. Larger proportions of people with toddlers reported reduced overall productivity (63% v 32%; P = 0.008), and reduced productivity in writing manuscripts (50% v 17%; P = 0.023) and data analysis (63% v 23%; P = 0.002). People with primary school children more frequently reported reduced productivity in writing manuscripts (42% v 16%; P = 0.026) and generating new ideas (43% v 19%; P = 0.030). On a positive note, the presence of children in the home was not associated with changes in mental health during the pandemic. In contrast to established researchers, early career researchers frequently reported reduced productivity while working at home., Conclusions: Our findings are probably applicable to scientists in other countries. They may help improve work-from-home policies by removing the stigma associated with pyjama wearing during work and by providing support for working parents and early career researchers., (© 2020 AMPCo Pty Ltd.)