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Daily vehicle travel collapsed with the onset of the COVID-19 pandemic in early 2020 but largely bounced back by late 2021. The pandemic caused dramatic changes to working, schooling, shopping, and leisure activities, and to the travel associated with them. Several of these changes have so far proven enduring. So, while overall vehicle travel had largely returned to pre-pandemic levels by late 2021, the underlying drivers of this travel have likely changed.To examine one element of this issue, we analyzed whether patterns of daily trip-making shifted temporally between the fall of 2019 and 2021 in the Greater Los Angeles megaregion. We used location-based service data to examine vehicle trip originations for each hour of the day at the U.S. census block group level in October 2019 and October 2021. We observed notable shifts in the timing of post-pandemic PM peak travel, so we examined changes in the ratio of mid-week trips originating in the early afternoon (12–3:59 PM) and the late afternoon/early evening (4–7:59 PM).We found a clear shift in the temporal distribution of PM trip-making, with relatively more late PM peak period trip-making prior to the pandemic, and more early PM peak trip-making in 2021. The peak afternoon/evening trip-making hour shifted from 5–5:59 PM to 3–3:59 PM. We also found that afternoon/evening trip-making in each year is largely explained by three workplace-area/school-area factors: (1) the number of schoolchildren in a block group (earlier); (2) block groups with large shares of potential remote workers (earlier), and (3) block groups with large shares of low-wage jobs and workers of color (later, except for Black workers in 2021). We found the earlier shift in PM peak travel between pre- and late-pandemic periods to be explained most by (1) higher shares of potential remote workers and (2) higher shares of low-wage jobs and workers of color. These findings suggest that the rise of working from home has likely led to a shift in PM peak travel earlier in the afternoon when school chauffeuring trips are most common. This is especially true for low-income workers and workers of color.

When employees work from home, organizations have traditionally placed a stronger reliance on output-based controls because of the inability to physically observe its employees. Because of recent advances in technology, however, many organizations now use input-based controls. One such input-based control is computer monitoring, which records the number of hours spent working and leaves out any time in which an employee does not perform work activities. On the one hand, computer monitoring may provide productivity-enhancing benefits by reducing the likelihood of employees experiencing self-control problems, such as procrastination. On the other hand, computer monitoring may motivate reduced effort by decreasing employees' autonomy, which a prior study finds is an important mediator of the relation between telecommuting and productivity. We take advantage of a field-research setting in which the organization adopts computer monitoring for its telecommuting employees. We find that computer monitoring leads to a 7.1% productivity increase for telecommuting employees. We also find that computer monitoring reduces employees' procrastination tendencies. In addition, we find that low performers' productivity increases more following the introduction of computer monitoring. Finally, we find evidence that telecommuters' departure rates increase significantly following computer monitoring. Our results suggest that technology can play a significant role in expanding organizations' management control choices when achieving controls in telecommuting arrangements. This paper was accepted by Suraj Srinivasan, accounting. Supplemental Material: The online appendix and data files are available at https://doi.org/10.1287/mnsc.2022.00588. [ABSTRACT FROM AUTHOR]

Work-from-home (WFH) practices, rapidly adopted during the COVID-19 pandemic, have transformed flexible work arrangements, especially in South Korea. Based on the conservation of resources theory, we investigated whether WFH satisfaction enhances resilience and task crafting and how job tenure affects this. Using regression-based path modelling, our analysis of one-month-apart, two-wave data from 337 WFH employees revealed novel insights: the WFH satisfaction – task crafting relationship was mediated by resilience and job tenure moderated the positive effect of WFH satisfaction on task crafting through resilience. This positive relationship and positive indirect effect were more pronounced for short-tenured employees. [ABSTRACT FROM AUTHOR]

Our mixed findings suggest that a 'one-size fits all' approach to support staff to work from home is not fit for purpose. Ensuring flexibility and consideration for individual differences and contextual factors is key for organizations, employers, and managers of those responding to enhanced incidents from home. Objective: This study investigates perceptions of homeworking in UK Government response-focused employees that contributed to the COVID-19 pandemic response. Method: A cross-sectional online survey with open-ended questions was conducted. Free-text responses detailing participants' perceptions of barriers, facilitators, advantages, and disadvantages were analyzed using content analysis. Results: A total of 1943 free-text responses (from 150 participants) were analyzed. There were many conflicting advantages and disadvantages provided by participants, but crudely more positive statements were provided than negative. Flexibility associated with working from home was the most common positive factor, and the isolation and impact on working relationships was the most reported negative factor of working from home. Conclusions: We suggest a 'one size fits all' approach to supporting staff working from home is not fit for purpose due to individual circumstances and contextual factors. [ABSTRACT FROM AUTHOR]

The study findings are important for occupational health practice in terms of employers implementing nuanced policy, which creates optimal workplace environments for employees who WFH to ensure their health and well-being are enhanced. This is particularly important with hybrid models of work becoming the norm. Objective: The aim of the study is to examine the impact of working from home during the COVID-19 pandemic on general health, stress, work–family, and family–work conflict over-time and identify differences by gender and parental status. Methods: Trajectory analyses described outcomes over time. Multinomial logistic regression relates the effects of gender, children, and the interaction between them, on group membership based on the latent class growth analyses. Results: Not all trajectories followed the expected cubic pattern. Females had less family–work conflict (high/low: OR = 0.29, 95% CI: 0.17–0.66; moderate/low OR = 0.37, 95% CI: 0.20–0.67). Children increased the odds of family–work conflict (high/low: OR = 8.48, 95% CI: 3.38–21.25; moderate/low OR = 2.98, 95% CI: 1.63–5.43). Work–family conflict was worse for those with children (high-to-moderate decline/low-stable: OR = 2.59, 95% CI 1.25–5.41). Conclusions: Work from home has implications for health and well-being of employees with differences based on gender and parental status for stress, work–family, and family–work conflict. [ABSTRACT FROM AUTHOR]

This study examines the impact of digitally extended availability in work-from-home arrangements on work-family conflict under the intensity of work demands for parents. The advent of digital communication technologies has facilitated a shift towards a more blurred distinction between work and private life, which is often enabled by the option of working from home. Digitally extended availability, as a condition of being available for work-related requests and answering messages during non-working hours, represents a specific aspect of boundary blurring. Theoretically, it builds on the work/family border theory, which is expanded by the perspective of the flexibility paradox. This approach assumes that flexible working arrangements in contexts of work-centred always-on cultures can potentially exacerbate the reconciliation of work and private life. The results of moderated mediation models on two waves of the German Family Panel (pairfam) indicate that working from home is associated with increased work-family conflict. This association is mediated by a higher degree of digitally extended availability for work communication. Furthermore, higher work demands serve to reinforce this mediation for fathers, but not for mothers. These findings lend support to the flexibility paradox perspective and underscore gender-specific differences in the conflict-enhancement of digitally extended availability in demanding work-from-home arrangements. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic has reshaped the way we live and travel, possibly for many years to come. The 'New Normal' seems to be one that is best associated with living with COVID-19 rather that 'after COVID-19'. After a year or more since the pandemic spread throughout the world, we have amassed a significant amount of evidence on what this is likely to mean for patterns of commuting activity in a setting where working for home (WFH) is becoming a more popular and legitimate alternative to choosing a commuting mode. With WFH continuing to some extent, non-commuting travel is also likely to change as workers and their families have greater flexibility in when and to what extent they conduct their shopping, social-recreation and other non-commuting trip activity. This paper recognises that all trip purpose activity is being impacted by the pandemic and that the drivers of changing number of trips by each and every trip purpose need to be identified as a way of establishing likely future levels of frequency of all trip making. In this paper we develop a series of trip making models for workers and non-workers in New South Wales and Queensland in a metropolitan and a regional setting, using data collected in late 2020. The influence of the number of days WFH is identified as an important influence on the number of one-way weekly trips for various trip purposes, which together with socioeconomic, geographic and attitudinal variables enable us to gain an understanding of what is driving levels of trip-purpose-specific travel during the pandemic. Elasticities and simulated changes are presented as a behaviourally rich way to understand the sensitivity of influences on the frequency of travel. [ABSTRACT FROM AUTHOR]

Smart working is a timely solution to enable public services' continuity and it is increasingly embedded within work arrangements in the public sector. However, little is known about the public servants' willingness to embrace smart working arrangements. The article examines the relationship between digital readiness and smart working acceptance of municipal public servants. Digital readiness boosted public servants' acceptance of smart working. Role clarity negatively mediated this relationship, whilst an organizational culture based on transparency moderated the link between digital readiness and smart working. A concern for role clarity should be embraced in designing smart working arrangements, enhancing work meaningfulness. [ABSTRACT FROM AUTHOR]

The current study is about the lived experiences of professionals working from home and how it's affecting their work productivity and well-being. Interpretative phenomenological analysis design was utilized in this study and purposive sampling was used for the respondents. Seven professionals from various fields of work in Metro Manila were the respondents of the research, all of them working full-time work from home, which also serves as the homogeneity that is needed for this chosen research design. Interviews through Zoom were conducted in order to acquire the information relevant to the study. The researchers utilized a researcher-made 15-item open-ended questionnaire that was validated by experts in the field of research and psychology as a theme, workplace productivity while working from home, the impact of working from home on well-being, and the importance of having a dedicated workplace at home. The results also concluded that the work-from-home setup had both positive and negative effects on employees. It gives employees a convenient working environment that allows them to work flexibly. In such settings, however, employees also tend to feel isolated and technologically inadequate. Employees tend to be more productive in WFH settings. [ABSTRACT FROM AUTHOR]

We examine the timely yet greatly under-researched interplay between home-based work (HBW) and women's birth transitions. Past research has shown that HBW may facilitate and/or jeopardize work–family balance, depending on the worker's family and work circumstances. Following that research, we develop here a theoretical framework on how HBW can facilitate or hinder fertility. Using the UK Household Longitudinal Study 2009–19 and random-effects cloglog regression, we study the link between HBW and first- and second-birth risks. We find that HBW is negatively associated with the transition to motherhood and unrelated to the progression to a second child. We also show that HBW helps to enable women to have children if they would otherwise face a long commute. All in all, our findings do not support the idea that the spread of HBW will lead to an immediate increase in fertility. [ABSTRACT FROM AUTHOR]

Abstract Introduction The experiences of UK Government response-focused employees, who were considered frontline workers during the coronavirus response, are missing from current literature. Meeting the demands of being on the frontline, whilst also adjusting from a normal and practiced way of working to having to work from within one’s home, may bring a plethora of new barriers and facilitators associated with providing an effective pandemic response. Method This interview study collected and analysed data from 30 UK Civil servants who worked on the COVID-19 pandemic response from their own homes. Interviews aimed to: (1) explore UK Government employee’s experiences of working from home whilst contributing to the pandemic response; and, (2) establish what support and guidance employees were offered, and what they would recommend for future public health emergencies requiring homeworking. Results Seven themes were extracted from the data: overall experience of working from home; preparedness for working from home; experience of contributing to the response effort; work life balance; relationships with colleagues; space and equipment; and, inclusivity. Findings suggested that during the pandemic, participants reported feeling a strong sense of purpose and achievement for contributing to the response. But, the work was demanding, particularly for those who had to rapidly, and unexpectedly, transition from office or lab work to home working. More generally, the nature of their homeworking experience depended on a range of practical (e.g., space in the home), organisational (e.g., relationships with managers) and personal factors (e.g., caring responsibilities). Many participants were underprepared to work from home, but participants provided a plethora of information relating to what support offers they would find useful during future work on the frontline from their own homes. Conclusion The results of this study demonstrate that frontline UK Civil servants may need more tailored and flexible multilevel support (i.e., from peers, managers, organisations) during future public health emergencies when they are required to work from home. A series of data-informed recommendations are created and discussed.

Abstract Background The COVID-19 pandemic prompted significant shifts to teleworking, raising questions about potential impacts on employee wellbeing. This study examined the association between self-reported changes to teleworking frequency (relative to before the pandemic) and two indicators of occupational burnout: emotional exhaustion and professionally diagnosed burnout. Methods Data were derived from two samples from a digital cohort study based in Geneva, Switzerland: one population-based, and one from a sample of workers who were likely mobilized in the early stages of the COVID-19 pandemic. Emotional exhaustion was measured using the Maslach Burnout Inventory (EE-MBI), while self-reported diagnosed burnout was assessed by asking participants if they had received a professional diagnosis of occupational burnout within the previous 12 months. Participants were categorized based on self-reported telework frequency changes: “no change,” “increase,” “decrease,” “never telework,” and “not possible to telework.” Adjusted regression models for each of the study samples were used to estimate associations between telework changes and burnout outcomes, accounting for sociodemographic, household, and work-related factors. Results In the population-based sample of salaried employees (n = 1,332), the median EE-MBI score was 14 (interquartile range: 6–24), and 7.3% reported diagnosed burnout. Compared to those reporting no change in telework frequency (19% of the sample), those reporting a decrease (4%) and those reporting that teleworking was not possible (28.7%) had significantly higher emotional exhaustion scores (adjusted beta (aβ) 5.26 [95% confidence interval: 1.47, 9.04] and aβ 3.51 [0.44, 6.59], respectively) and additionally reported higher odds of diagnosed burnout (adjusted odds ratio (aOR) 10.59 [3.24, 34.57] and aOR 3.42 [1.22, 9.65], respectively). “Increased” (28.9%) and “never” (19.4%) telework statuses were not significantly associated with burnout outcomes. These trends were mirrored in the “mobilized-workers” sample, with the exception that those reporting that teleworking was not possible did not report significantly higher odds of diagnosed burnout compared to those reporting no change in telework frequency. Conclusions Decreased teleworking frequency and not having the possibility of telework were associated with higher emotional exhaustion and diagnosed burnout. As organizations reconsider their telework policies in a post-pandemic era, they should consider the impact of such organizational changes on employee wellbeing.

Araştırmanın amacı, uzaktan çalışma tutumunun çeşitli demografik değişkenlere göre farklılaşıp farklılaşmadığının incelenmesidir. Araştırma modeli, nicel araştırma yöntemlerinden olan betimsel araştırma temelinde tasarlanmıştır. Çalışma grubunu uzaktan ya da hibrit çalışma şekli ile çalışmakta olan 147 (% 44.7) kadın ve 182 (% 55.3) erkek olmak üzere 329 katılımcı oluşturmaktadır. Katılımcıların yaş aralığı 20 ile 65 yaş olup, yaş ortalaması 33.47’dir. Verilerin analizinde betimsel istatistikler, bağımsız örneklemler t testi ve tek yönlü varyans analizi teknikleri kullanılmıştır. Elde edilen bulgular, çalışanların uzaktan çalışma tutumunun tüm alt boyutlarının cinsiyete göre farklılaşmadığını göstermektedir. Çalışanların medeni durumuna göre olumsuz tutuma direnç alt boyutu evli katılımcıların lehine anlamlı düzeyde farklılaşmaktadır. Ancak diğer alt boyutlar medeni duruma göre farklılaşmamaktadır. Aynı işin daha önce geleneksel çalışma biçimi ile yürütülmesi durumuna göre olumsuz tutuma direnç alt boyutu, aynı işte daha önce geleneksel çalışanların lehine farklılaşmaktadır. Fakat diğer alt boyutlarda anlamlı bir farklılaşma bulunmamaktadır. Yapılan tek yönlü varyans analizi sonuçlarına göre; çalışanların uzaktan çalışma tutumu; olumlu tutum, beceri geliştirme ve olumsuz tutuma direnç alt boyutları çalışma şekli tercihine göre farklılaşmaktadır. Fakat kurumsal destek alt boyutuna göre farklılaşma görülmemiştir. Çalışanların olumlu tutum alt boyutu puan ortalamaları, yaş değişkenine bağlı olarak farklılaşmaktadır. Ancak diğer alt boyutlarda yaşa bağlı farklılaşma bulunmamaktadır. Çalışanların beceri geliştirme ve olumsuz tutuma direnç alt boyut puan ortalamaları, uzaktan çalışma süresine göre farklılaşma gösterirken, olumlu tutum ve kurumsal destek boyutlarında farklılaşma göstermemektedir. Olumlu tutum, olumsuz tutuma direnç ve kurumsal destek, çalışanların, haftalık otalama uzaktan çalışma saatine göre farklılaşırken, beceri geliştirme alt boyutu farklılaşmamaktadır. Bulgular, makalenin son bölümünde literatür kapsamında tartışılmıştır.

Abstract Background At the beginning of the COVID-19 pandemic, some workers had the opportunity to work from home, while others remained in on-site work. The aim of the present study was to compare the psychosocial work aspects, work ability, mental health conditions and SARS-CoV-2 infection rates of Brazilian workers in remote and on-site work through a longitudinal study with quarterly follow-up assessments over a 12-month period. Method A convenience sample of 1,211 workers from different economic sectors participated in the study, 897 of whom (74.1%) worked from home and 314 (25.9%) remained in on-site work. Psychosocial work aspects were assessed using the Copenhagen Psychosocial Questionnaire (COPSOQ). Work ability was assessed using the Work Ability Index (WAI) and the Work Ability Score (WAS). Mental health conditions and SARS-CoV-2 infection rate were recorded based on self-reported medical diagnoses. Online questionnaires were answered from June 2020 to September 2021, involving two waves of the COVID-19 pandemic. The groups were compared using chi-square tests, t-tests, and two-way ANOVA. Results In the first wave of the pandemic, remote workers reported more quantitative demands and work-family conflicts, whereas on-site workers reported more emotional demands, low development of new skills, low commitment, low predictability, low recognition, and low satisfaction. They also reported greater occurrences of unwanted sexual attention, threats of violence, and physical violence. In the second wave, the remote group continued to report high work-family conflicts, whereas the on-site group reported – in addition to the results of the 1st wave – low influence at work, low quality of leadership, and burnout. No significant difference was found between groups with regards to the WAI in either wave. A significant difference was found for the WAS between the 3rd and 12th months (P

Abstract The aim of this study is to investigate how remote work affects job performance. It suggests that factors such as the work environment, employee productivity, and work-life balance play a role in mediating this impact. The study also explores how remote work influences employee performance through these variables. The findings of this research have practical implications for businesses looking to evaluate the effectiveness of their remote work policies, especially during the ongoing coronavirus crisis. One distinctive feature of this study is its questionnaire, which has been specifically designed to capture the effects of COVID-19. Data were collected through an online survey distributed to workers in Syria. The survey, which utilized a Likert scale, was sent via email to around 2650 employees and was also shared on social media platforms. A total of 300 respondents took part in the survey. To address the research questions, structural equation modelling was employed in this study. The results indicated that remote work resulted in increased enjoyment, satisfaction, and motivation among employees, ultimately improving job performance. It is worth noting that while this research focuses on examining these benefits within the context of Syria, there is potential for external validity among other countries affected by the COVID-19 pandemic.

Background: At the beginning of the COVID-19 pandemic, some workers had the opportunity to work from home, while others remained in on-site work. The aim of the present study was to compare the psychosocial work aspects, work ability, mental health conditions and SARS-CoV-2 infection rates of Brazilian workers in remote and on-site work through a longitudinal study with quarterly follow-up assessments over a 12-month period. Method: A convenience sample of 1,211 workers from different economic sectors participated in the study, 897 of whom (74.1%) worked from home and 314 (25.9%) remained in on-site work. Psychosocial work aspects were assessed using the Copenhagen Psychosocial Questionnaire (COPSOQ). Work ability was assessed using the Work Ability Index (WAI) and the Work Ability Score (WAS). Mental health conditions and SARS-CoV-2 infection rate were recorded based on self-reported medical diagnoses. Online questionnaires were answered from June 2020 to September 2021, involving two waves of the COVID-19 pandemic. The groups were compared using chi-square tests, t-tests, and two-way ANOVA. Results: In the first wave of the pandemic, remote workers reported more quantitative demands and work-family conflicts, whereas on-site workers reported more emotional demands, low development of new skills, low commitment, low predictability, low recognition, and low satisfaction. They also reported greater occurrences of unwanted sexual attention, threats of violence, and physical violence. In the second wave, the remote group continued to report high work-family conflicts, whereas the on-site group reported – in addition to the results of the 1st wave – low influence at work, low quality of leadership, and burnout. No significant difference was found between groups with regards to the WAI in either wave. A significant difference was found for the WAS between the 3rd and 12th months (P < 0.01) in both groups. No significant differences were found between groups for the prevalence of anxiety, depression, burnout/stress, insomnia, panic syndrome, and eating disorders, except for the prevalence of insomnia at the 12-month follow-up, with higher rates in the remote group (P = 0.03). SARS-CoV-2 infection was significantly lower in the remote group (11.3%) compared to the on- site (16.9%) group (P < 0.01). Conclusions: Psychosocial work aspects differed between remote and on-site workers. Work ability and mental health conditions were similar between groups. Remote work might have played a role in limiting the spread of the virus in Brazil had it been more widely available. [ABSTRACT FROM AUTHOR]

Human resources play an important role for an organization or company. Employees as one of the drivers in achieving organizational goals must of course have their needs met so that these employees can provide good reciprocity to the organization. Employees as the main resource for the organization must also be considered for their quality in order to create superior and competent human resources. This study aims to determine the level of work from home and work life balance on job performance in employees and to determine the effect of work from home, work life balance and job performance on PT Rata Indonesia employees. The method used in this research is quantitative and then to describe the research results using descriptive data analysis techniques. The data collection method in this study was by distributing questionnaires. This study uses a Likert scale with a total of 30 statements. The population in this study amounted to 129 employees and the sample in this study used non-probability sampling with saturated sampling technique which sampled the entire population. The findings suggest that companies should support employees in achieving a healthy work-life balance and provide adequate resources for effective work-from-home arrangements to maximize productivity. This study contributes to the understanding of how work arrangements and work-life balance affect employee performance, providing insights for future research and practical implications for human resource management. [ABSTRACT FROM AUTHOR]

Transportation uses substantial energy and is a significant household expense in the United States; public transportation and working from home present opportunities to reduce energy use and increase household affordability. However, during COVID-19, transportation systems reduced service, and nationwide, public transportation use has been declining. Focusing on six small-to-medium-sized "Gateway Cities" in Massachusetts—more affordable cities with lower-than-state-average median income and lower-than-state-average education—that have regional transit systems and are within Boston's commuter rail area, we analyzed the changes in public transit ridership and work from home. We estimated linear and hierarchical linear regression models to understand the association between demographics and built environment and lower emission modes to work between 2011 and 2021. We used GIS to visualize the distribution of public transit ridership and work from home over time and space. We found that the block groups in our sample retained public transit users over the study period and saw increases in working from home. Across all cities, transit ridership was more likely to increase in block groups with higher accessibility to jobs and more frequent transportation to those jobs; work-from-home was more likely to increase in block groups with a lower percentage of Hispanic residents and lower rent burden. We found that most block groups either saw an increase in ridership or working from home, suggesting that work from home and public transit users are spatially segmented groups. [ABSTRACT FROM AUTHOR]

This research aims to evaluate and compare the impact of working hours on the physical and psychological well-being of workers before and during the COVID-19 pandemic, where people were forced to work from home. While existing studies primarily concentrate on the physical and mental health of office workers, there is a notable gap in understanding how changes in work hours affect individuals in various professional sectors. This study seeks to address this gap by conducting a comprehensive investigation across a diverse range of employment, encompassing white collar, gray collar, and blue collar occupations. Using datasets from Indonesia's National Labor Survey (Sakernas) in 2019 and 2020, the study focuses on the working-age population engaged in various occupations, including employees, casual agricultural workers, and casual nonagricultural workers. Further categorization involves classifying individuals into white collar, gray collar, and blue collar segments. The total number of individuals analyzed was 215,607 in 2019 and 201,077 in 2020. Employing an ordered logistic regression method due to the categorical nature of the dependent variable, the study reveals consistent findings regarding the impact of working hours on health across the years 2019 and 2020. Extended work hours correlate with improved health outcomes, indicating better health for those working longer, while individuals with fewer hours exhibit lower chances of achieving good health. In 2019, occupational status significantly influences worker health, with gray and blue collar workers having lower probabilities of better health compared to white collar workers. However, this occupational effect on health is absent in 2020. [ABSTRACT FROM AUTHOR]

In the wake of a turbulent era over the past 3 years, characterized by the unprecedented challenges posed by the COVID‐19 pandemic, individuals have found themselves contending with the intersection of professional and personal responsibilities. The pursuit of luxury has given way to a collective nightmare, as work and family demands converged, each equally relentless and significant. Our paper focuses on the experiences of individuals who confronted and triumphed over these challenges. A sample of 368 professionals, predominantly working from home, was examined to explore the impact of high performance work systems and boundary management in a post‐pandemic landscape marked by blurred boundaries. Our findings support the notion that effective boundary management, encompassing the management of non‐work intruding on work and work encroaching on non‐work, significantly influences withdrawal behaviors. Our study reveals the importance of organizations fostering work practices that empower employees with the IT skills to navigate virtual technologies seamlessly. By doing so, organizations can enhance work‐life balance and mitigate withdrawal behaviors among their workforces. [ABSTRACT FROM AUTHOR]

Purpose: Well-being is an important dimension of human life but plays a controversial role in organizations, especially in different working environments. This study aims to explore the role of well-being in work from home (WFH) context, and its consequence on job outcomes among accountants in a fast-developing country, Vietnam. Design/methodology/approach: A quantitative study is conducted with the data from Vietnamese accountants who had to work from home during the pandemic time. Partial least squares structural equation modeling method is applied to analyze the data. Findings: The results show a direct and significant relationship of WFH with the employees' well-being and job satisfaction (JS). Well-being fully mediates the influence of home-based work and JS on job performance. Originality/value: This study generates valuable knowledge and practical implication in organizational policies and initiatives that aim to enhance employees' well-being and promote positive job outcomes in the context of remote work. Organization employers should take their employees' well-being as a key factor and consider it in personnel policy to enhance their work performance. [ABSTRACT FROM AUTHOR]

The aim of this study is to investigate how remote work affects job performance. It suggests that factors such as the work environment, employee productivity, and work-life balance play a role in mediating this impact. The study also explores how remote work influences employee performance through these variables. The findings of this research have practical implications for businesses looking to evaluate the effectiveness of their remote work policies, especially during the ongoing coronavirus crisis. One distinctive feature of this study is its questionnaire, which has been specifically designed to capture the effects of COVID-19. Data were collected through an online survey distributed to workers in Syria. The survey, which utilized a Likert scale, was sent via email to around 2650 employees and was also shared on social media platforms. A total of 300 respondents took part in the survey. To address the research questions, structural equation modelling was employed in this study. The results indicated that remote work resulted in increased enjoyment, satisfaction, and motivation among employees, ultimately improving job performance. It is worth noting that while this research focuses on examining these benefits within the context of Syria, there is potential for external validity among other countries affected by the COVID-19 pandemic. [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. What is known about the topic? During the coronavirus disease 2019 (COVID-19) pandemic there were significant adaptations required to the delivery of clinical care. What does this paper add? There is a strong preference for ongoing work from home arrangements, especially for administrative and non-clinical work. Most radiation oncologists feel more confident using telehealth and favour its ongoing use post-pandemic. Burnout and stress remain prevalent within the workforce. What are the implications for practitioners? There is a high demand among the radiation oncology workforce for adoption of technological advances to improve work satisfaction including remote access to enable flexible work arrangements. [ABSTRACT FROM AUTHOR]

Background and Aims: The emergence of the COVID‐19 pandemic led to the adoption of telework modalities by individuals in Bangladesh. The study's objective was to determine the job satisfaction and performance level of employed Bangladeshi women working from home during the COVID‐19 pandemic lockdown. Methods: A cross‐sectional study was conducted among women employees of different professions in Dhaka city. The Minnesota Satisfaction Questionnaire (MSQ) was used to measure job satisfaction. Work arrangement satisfaction and self‐reported performance were measured by two separate subscales which contain five items each. Responses from 118 employed women were analyzed using descriptive statistics, Pearson Chi‐square tests, Independent t‐tests, one‐way analysis of variance, and Pearson Correlation tests through the Statistical Package for Social Science (SPSS), version 26. Results: The findings indicated that 51.7% of women reported a high degree of satisfaction on the MSQ scale; 61.9% expressed high satisfaction with their work arrangements at home and 66.9% reported a high level of performance. Job satisfaction was significantly associated with the number of children and the number of family members. A positive association was found between job satisfaction and total working experience and work arrangements. Work performance was strongly associated with higher educational qualifications. A statistically significant association between job satisfaction and performance was revealed. Conclusions: The findings from this study indicated a high degree of job satisfaction and a high level of performance found in women employees who worked from home during the COVID‐19 pandemic. These findings encourage organizations to foster more policies for telework alternatives for employed women to help them keep a balance between work responsibilities and household chores. [ABSTRACT FROM AUTHOR]

AbstractThe COVID-19 pandemic has completely changed the landscape of organisations, which requires HR professionals to work closely with management to adapt to transformational changes. This research aims to study the impact of COVID-19 on HR practices in Singapore, focusing on remote work and communication. Realism and a deductive approach have been adopted in this Descriptive quantitative research, with the survey as the research strategy to explore remote work experiences and communications during COVID-19 in Singapore. As a cross-section study, the online questionnaire was used to collect responses from 102 employees with different backgrounds from different organisations and industries. It was found that almost half of the employees felt that the impact of COVID-19 on them was moderate, with more than 70% of employees working from home. Employees felt that government advisory was the most important information, and organisations effectively responded to COVID-19 updates. In the post-COVID-19 era, future scholars should consider what organisations and human resource departments must prepare when employees return to the office. Research contributions and implications include recommendations for remote work practices, implementation of partial remote work, good work schedule to improve efficiency and recommendations for communication practices, upgradation of IT systems and skills.

In this study, we examine whether work from home (WFH) had an impact on firm productivity during the COVID-19 period. We employ a panel fixed-effect model using 79,201 firm-quarter observations in a cross-country setting of 68 countries. First, we find that firms that employed WFH contributed to real sector growth during the pandemic due to greater capital expenditure compared to otherwise. Second, we find that WFH amenable firms turned over assets better than less WFH amenable firms. To the best of our knowledge, this is the first study to examine the impact of WFH on firms’ investment and efficiency using a cross-country setting.

Introduction: The deadly pandemic COVID-19 has brought the world to a standstill. Due to worldwide lockdown, economy was severely compromised. Everyone was in fear of the consequences that would be faced. Many unprecedented changes happened because of this pandemic. People confined themselves at home to maintain social distancing and mitigation of risk factors. This posed many challenges to the individuals or work force with, and many times the work was compromised. Objectives: To explore the current and changes in work pattern and to assess the overall quality of life of professionals working from home. Materials and Methods: A cross-sectional study was conducted by circulating a structured questionnaire through online platform. A snowball sampling method was adopted. Totally, 520 respondents participated in this study. Results: Out of 520 participants, males accounted for 57.9% and 41.3% were females. Majority (45.8% males and 40.9% females) were engaged in the software or IT companies. A higher proportion of males were engaged in administration (6%), architecture (10%) and transportation (5.3%) sector, whereas more females were engaged in finance (10.7%) and law (3.3%) sector. 73.1% males worked for more than 12 hours a day in contrast to only 26.9% of females. As the working hours are reducing, the overall quality of life of the participants was increasing significantly with P = 0.008. For those with moderately increased work-life balance, near about half of the participants had overall quality of life between 50 and 75% (P < 0.001). Conclusions: In order to increase efficiency at work place, definite laws should be in place to protect the mental as well as overall well-being of professionals working from home. Elaborative research in this field is required in order to generalize the results.

This paper explores mainstream print media depictions of women’s work during COVID-19 and associated lockdowns in India. Specifically, it aims to understand perceptions of educated upper- and middle-class women regarding remote working arrangements during the pandemic. It delineates two broad themes that emerge from an analysis of selected articles in four national dailies; first, many women regarded these arrangements as mutually beneficial for women employees as well as their workplaces, and its counternarrative characterised by women having to juggle paid and care work with little support from the family, market or state. The paper then unpacks the arrangement of work from home that emerges in the media analysis and offers a critique of the simplistic and binary understanding of flexibility, choice, and agency sustained by the neoliberal and postfeminist framing of pandemic work arrangements. Our analysis provides a feminist critique of these dominant perceptions that invisibilise the complexity and heterogeneity embedded within women’s experiences. Finally, the paper reiterates the urgent need to consider the structural factors that undermine gender equality across work and home; and pushes for a rethink of neoliberal and postfeminist notions of ‘flexibility’, ‘choice’ and ‘agency’ through the intersecting lenses of gender, labour, care work, and time. [ABSTRACT FROM AUTHOR]

Work from Home (WFH) is one of the policies implemented by the Indonesian government to contain the cases of Covid-19 in Indonesia since March 2020. People were required to adapt to the new normal way of working by means of WFH. WFH applied to workers in both formal and informal sectors. While those working in the formal sector can get a lot done through remote working, the types of work that can be done remotely in the informal sector are still very limited. The WFH way of working has finally become a trend that is considered flexible and has advantages for the workforce to be more productive without having to leave the house. By using the logit model, this study seeks to answer the characteristics of the formal and informal sector workers who work at home as an effect of the Covid-19 pandemic. The result show that the Covid-19 pandemic was the primary reason why workers did WFH and that a majority of them are from the formal sector. The activities of the majority of the workforce during WFH are communication, promotion, and transactions which are mostly carried out by married women workers. In addition, workers who do WFH tend to be young workers who are highly educated and are familiar with the internet. [ABSTRACT FROM AUTHOR]

The rise of remote work, accelerated by advancements in digital communication tools and collaboration platforms, has fundamentally altered the landscape of leadership. Digital leadership, characterized by leveraging technology to lead teams and organizations effectively, has emerged as a critical necessity. This review examines the strategies and challenges faced by leaders in managing remote teams, focusing on the role of emerging technologies such as artificial intelligence (AI), virtual reality (VR), and cloud-based systems. It explores how these technologies impact team management, productivity, and organizational culture, offering insights into best practices for leaders in the digital age. [ABSTRACT FROM AUTHOR]

This study looks into pharmaceutical employees' intentions to telecommute following the pandemic, with an emphasis on their current work experiences. The expectation-confirmation hypothesis proposes that a variety of factors influence the decision to continue telecommuting. These aspects include the frequency of telecommuting, the quality of technological support provided, productivity perception, stress levels, intention to continue telecommuting in the digital workplace, job satisfaction, and work-life balance. To determine the effect of worklife balance on employees' sustained preference for telecommuting, the study examined the integration of worklife balance into the expectation confirmation theory. To test the proposed paradigm, 260 employees from the Indian pharmaceutical business were surveyed. The findings supported the notion that characteristics such as work-life balance, contentment, confirmation of expectations, and perceived usefulness influence employees' willingness to continue telecommuting beyond the epidemic. This study adds to the current body of information by identifying a link between work-life harmony and employee behavior in the pharmaceutical business, building on work-life balance literature. This study could provide crucial insights for firms considering the implementation of hybrid work environments. Based on the study's findings, hybrid work models can be developed and changed to reflect the uncertain nature of the growing workplace. It is critical to ensure the well-being of employees and to aid enterprises in running their operations. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic in 2020 forced many employees to work from home, and since then, remote work has remained a prominent topic. From an architectural point of view living and working in the same space is a complex issue that challenges the boundaries between private and shared spaces, productive and reproductive work, the home and the city. To address how workspaces can be integrated into residential buildings today, examining the historical background of dualused dwellings is essential. This paper analyzes historical forms of work from home settlements and purposely built dual-use dwellings, with a focus on identifying their basic characteristics, the degree of overlap between living and working spaces, and their relationship with the immediate surroundings. The results show three historical types of dual-use dwellings: integrated into the neighborhood, within the building community, and in the housing unit. With the digital revolution, the high demand for remote work jobs, and a growing interest in work-life balance, it is evident that there is a growing need for further research on the integration of dual-used dwellings within multiresidential developments. [ABSTRACT FROM AUTHOR]

The Covid-19 pandemic has significantly changed the work perception and attitudes of employees. The goal of this research is to identify the experience of the beneficiaries and provide guidelines to develop an optimal model of the working environment during and in the post-pandemic period. The study is focused on an anonymous survey comprising 34 combined questions conducted online among 202 responders, including general questions, the issue of working conditions in offices, manner of transforming working conditions during the pandemic and personal perception of comfort. The questionnaire is also related to transitive solutions, work from home and the accentuation of a favourite manner of work upon the end of the pandemic. The results of the questionnaire together with theoretical analyses of this research may be useful for creating a good basis for the definition of optimal work spaces in the post-pandemic period, in order to further direct the development of resilient work spaces on the territory of Podgorica, as a case study. The study may be also applied to other contexts. [ABSTRACT FROM AUTHOR]

Working from home (WFH) arrangements have been on the rise globally throughout the 21st century. Despite this trajectory, developing economies have trailed developed countries in adopting such arrangements. However, because of COVID-19 lockdowns and social distancing measures, countries such as Uruguay, where teleworking was scarce and unregulated, were forced to adopt this practice to ensure business continuity. Under such conditions, preexisting organizational and individual disparities stratified the likelihood of WFH during the pandemic. Conventional wisdom holds that the main determinants potential-to-telework stems almost exclusively from the nature of jobs themselves. This article expands the traditional understanding of telework determinants by showing that during the first stages of the pandemic, individual features of the worker, and organizational and managerial features of the employer, were both determinative of the likelihood that a given worker would work from home. We conducted a secondary data analysis of the March 2020 wave of the Work Monitor, a web-based survey of 847 employed Uruguayan adults. We fitted several multivariate regression models predicting (a) the odds of working for a company which adopted COVID-19-related teleworking policies at least for some workers and (b) the odds of WFH as a consequence of COVID-19. As the adoption of telework was largely unplanned and abrupt, results show that disparities on organizational adoption of teleworking policies were related to pre-pandemic differences across organizations in terms of preparedness, technological investment, and management practices. Results also show that employers' willingness to enable WFH policies was the strongest predictor, at any level, of the likelihood of individuals to telework during the national emergency. Individual disparities in terms of human capital also have a great impact on the likelihood of teleworking during lockdowns, but their effect depends on the existence of organizational teleworking policies. Findings' implications for the present and future of telework in developing countries are discussed. [ABSTRACT FROM AUTHOR]

Little research has been done on parents' coordination of their work arrangements during the COVID-19 pandemic. Synchronized work arrangements (e.g., both parents work from home) could enable working parents to maximize their togetherness, whereas desynchronized working arrangements could enable them to address some pandemic-induced challenges, such as an increased need for child care and distance education. We draw upon the Familydemic Harmonized Dataset a cross-county study offering data on work and family outcomes collected in Canada, Germany, Italy, Poland, Sweden, and the US. Using a sample of dual-earner heterosexual parents, this study examines whether working parents harmonized their transitions between home-based work and the workplace during the COVID-19 pandemic and explores factors that potentially contributed to this coordination process. The findings reveal that working couples' transitions to home-based work from the workplace were synchronized. Parents with similar educational attainment were more likely to experience such coordination than couples with different levels of education. Cohabiting couples in married/registered unions were more likely to transition to home-based work simultaneously than non-registered cohabiting couples. The duration of synchronized home-based work episodes decreased with the number of children, and the length of synchronized workplace attendance increased with the age of the children. [ABSTRACT FROM AUTHOR]

Indonesia implemented a Work From Home policy as an effort to prevent the spread of Covid-19. The Work From Home policy has an impact on environmental ASNs, City Civil Service Agency, Adm. West Jakarta. The aim of the research is to find out the impact of the Work From Home policy on the performance of ASN, as well as solutions to improve the impact of Work From Home in the Municipal Civil Service Administration Subdistrict environment. West Jakarta. The research was carried out using qualitative methods by conducting interviews with ASN employees within the City Admin Personnel Agency. West Jakarta. The research results show that the Work From Home policy has an impact on work adaptations and adjustments that must be made. ASN needs to make a work schedule as best as possible according to office hours with the support of a conducive work space. This has an impact on the ability to complete work more quickly because working times are more flexible. However, interaction and coordination between teams decreased because they did not meet face to face. This can be seen in employees who are difficult to contact for coordination. Apart from that, there is a lack of supervision from superiors in monitoring work. So the solution to improve the impact of implementing Work From Home is the need to optimize the use of communication tools, transparent division of work and the need for coordination between members. It is also necessary to create tools that can measure employee performance during the Work From Home period. [ABSTRACT FROM AUTHOR]

This study identified the key factors of spousal support that influence the outcomes and willingness of female knowledge workers to work from home (WFH). A questionnaire of 59 items was developed, covering basic personal information, spousal support, work perception, work-life balance, and willingness to WFH: 139 valid responses from female participants were collected and analysed. Exploratory factor analysis revealed six distinct factors of spousal support. Regression analysis found that personal-related emotional support, personal-related instrumental support, work-related emotional support, and work-related instrumental support demonstrated positive correlations with work perception and work-life balance, while family-related instrumental support positively correlated with work-life balance. Personal-related emotional support and personal-related instrumental support positively correlated with the willingness to WFH. Notably, personal-related emotional support exhibited the strongest correlation coefficients for willingness and outcomes. The findings could provide information on how a husband could improve his wife's well-being when WFH. Practitioner summary: A survey was conducted among female knowledge workers to examine the influence of different factors of spousal support on the outcomes and willingness of WFH. The results shed light on how husbands can improve their wives' well-being during WFH, offering practical guidance for supporting spouses in this context. [ABSTRACT FROM AUTHOR]