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Outdoor office work is an emerging aspect of the concept of ‘new ways of working’, but only sparse data are available about the environmental qualities of the outdoor office space, experiences of office workers, and work-related well-being of outdoor office work. Here, we present an exploratory pilot study on well-being and outdoor office work in a public urban space. An outdoor office was set up in the courtyard of a university campus, and the participants (n = 16) conducted office work outdoors for 30 min and thereafter participated in an eye-tracking session for 11–15 min (n = 8) and subsequently filled out surveys (n = 16). The eye tracker allowed the discovery of natural and built elements in the outdoor environment that caught the participants’ visual attention, whereas the surveys assessed aspects of their subjective experiences of the outdoor office space (its visual and spatial qualities) and the work there. The results are presented as network graphs where correlations are shown regarding different aspects of office work outdoors. The results indicate that outdoor office work in a public urban space may promote work-related well-being in terms of positive outdoor office space experiences. Based on the findings, a preliminary set of outdoor office qualities is proposed. Those qualities relate to the legibility and imageability of the outdoor office space, its focal points, and depth/spaciousness, in addition to attributes of usability and environmental richness, including if the outdoor office space affords natural contact and supports activities, in addition to social and individual interactions and relations.

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After the COVID-19 pandemic, the manufacturing industry could quickly regain its performance. The question remains whether new ways of working (NWW) contribute to this adaptable behaviour of manufacturing employees. Implementing NWW techniques in manufacturing varies since the production process includes primary and secondary activities. Moreover, Psychological Empowerment plays a role in Workforce Agility in terms of employee sustainability as a human who requires intrinsic motivation to cope with any environment. This study surveyed 233 manufacturing employees in Indonesia and used SEM-PLS to determine the importance of applying NWW for manufacturing to attain its agility, particularly in the human factor. The results indicate that NWW has a positive effect on Workforce Agility. The authors conclude with discussions and the implications of implementing NWW in the industrial sector based on the supported proposed model.

The diffusion of New Ways of Working (NWW) is an important trend in contemporary organizations. Many related empirical studies have been produced, but none have focused on differences in employees' perceptions of the opportunity to use NWW according to organization sector (private, semi-public, public). This study, based on neo institutionalism and HR attributions theory, investigated these differences via a survey (n = 2693) of employees at private (n = 358), semi-public (n = 204), and public (n = 2131) organizations. Based on the use of the PLS-SEM method, as well as ANOVA tests and pairwise comparisons of marginal linear predictions, we uncover differences in perceptions between employees in different sectors regarding the possibility of using NWW. Indeed, the results show that public employees reported less opportunity to use NWW than their private and semi-public counterparts. Furthermore, private sector employees were more likely to attribute well-being and productivity benefits to NWW than their public sector and semi-public counterparts. We also show that institutional and organizational variables specific to the characteristics of organizations in the three sectors partially explain the degree of perceptions with respect to the opportunity to use NWW. [ABSTRACT FROM AUTHOR]

As a result of growing financial pressures and changing space demands, universities are increasingly looking to modernize and rationalize their workspaces through projects of New Ways of Working (NWoW). So far, extant research has mostly investigated the managerial construct of NWoW and its outcomes on organizational members, leaving the design process leading NWoW to be implemented in local contexts understudied. By contrast, the present study sets out to redefine NWoW as open-ended projects of organizational change that are unavoidably ambiguous and conflictual, hence seeking to overcome the tendency to conceal tensions arising at early stages of the change process under the abstract black-box of ‘resistance to change’. It is shown that ambiguity, simultaneously understood as an organizational problem causing tensions and as a rhetorical resource enabling collective action, plays a major role in the design process of such equivocal projects. This paper further advances our understanding of ambiguity as a multifaceted concept to bridge between individual rationalities and collective decision-making in the course of complex design processes.

Background Understanding the impact of working from home on health and wellbeing is of great interest to employers and employees alike, with a strong need for up-to-date guidance. The aim of this systematic review was to identify, appraise and synthesise existing research evidence that explores the impact of home working on health and wellbeing outcomes for working people and health inequalities in the population. Methods We conducted a systematic review of qualitative, quantitative and observational studies. We searched databases, reference lists and UK grey literature and completed citation searching of included papers. We extracted and tabulated key data from the included papers and synthesised narratively. Factors associated with the health and wellbeing of people working at home reported in the literature were displayed by constructing mind maps of each individual factor which had been identified. The findings were combined with an a priori model to develop a final model, which was validated in consultation with stakeholders. Results Of 96 studies which were found to meet the inclusion criteria for the review, 30 studies were published before the COVID-19 pandemic and a further 66 were published during the pandemic. The quality of evidence was limited by the study designs employed by the authors, with the majority of studies being cross-sectional surveys (n = 59). For the most part, for studies which collected quantitative data, measures were self-reported. The largest volume of evidence identified consisted of studies conducted during the COVID-19 pandemic which looked at factors which influence the relationship between working from home and measures relating to mental health and wellbeing. Fifteen studies which considered the potential for working at home to have different effects for different subgroups suggested that working at home may have more negative consequences during the COVID-19 pandemic for women and in particular, mothers. There was very little evidence on age (two studies), ethnicity (one study), education or income (two studies) in terms of moderating home working effects, and very limited evidence from before the COVID-19 pandemic. The concept of enforced working from home and having ‘no choice’ was reported in only one paper prior to the pandemic and two papers reporting on working from home as a result of COVID-19. However, the concept of lack of choice around working from home was implicit in much of the literature – even though it was not directly measured. There were no clear patterns of wellbeing measures which changed from positive to negative association (or vice versa) during the pandemic. Limitations The quality of the evidence base was very much limited by study designs, particularly for studies published during the COVID-19 pandemic, with the majority of studies consisting of data collected by cross-sectional surveys (often online). Due to the rapidly expanding nature of the evidence on this topic, it is possible that new studies were published after the final citation searches were conducted. Discussion The evidence base for the factors which influence the relationship between home working and health-related outcomes has expanded significantly as a result of the need for those whose work could be done from home to work at home during the COVID-19 pandemic. Our findings suggest that there are factors relating to the external context, the role of employers and the circumstances of the employee which contribute to determining whether someone works at home and what the associated impacts on health and wellbeing may be. Learning from the COVID-19 lockdown experience will be important to inform future policy on home and hybrid working. Future work There is a need for better-quality studies of the health impact of home working, in particularly studies which recruit a range of participants who are representative of the working population and which are designed to minimise sampling/recruitment biases and response biases. Funding This project was funded by the National Institute for Health and Care Research (NIHR) Public Health Research programme (project reference 18/93 PHR Public Health Review Team) and will be published in full in Public Health Research; Vol. 11, No. 4. See the NIHR Journals Library website for further project information. The views expressed are those of the authors and not necessarily those of the NIHR or the Department of Health and Social Care. Study registration This study is registered as PROSPERO 2021 CRD42021253474. Plain language summary Introduction Working from home is becoming more common and has increased due to the COVID-19 pandemic. However, the impact of working at home on the health of home workers and the general population remains unclear. Methods We looked for research which had been undertaken to help to understand the impact of home working on people’s health. One researcher summarised the findings of each paper in tables, and these were checked by a second researcher. These were then drawn together into a final diagram to summarise the findings of all the relevant studies. Results We found 96 papers and reports: 30 published before the COVID-19 pandemic and 66 published during the pandemic. This shows that the number of studies in this area has increased significantly as a result of home working due to COVID-19 lockdowns. The largest volume of studies we found were conducted during the pandemic and looked at measures of wellbeing and mental health. Lack of choice over whether to work from home was also considered in respect to wellbeing. Further measures linked to the home-work environment included feeling in control of time, lack of commuting to work, more time with the family, lower work/family conflict, and spaces shared with others. Openness to new ways of living was also included. Fifteen studies suggested overall that working at home may have more negative consequences during the COVID-19 pandemic for women and, in particular, mothers. There was very little evidence to tell us how a person’s age, ethnicity, education or income might affect their health when working from home. Conclusions Many factors determine whether someone works at home, and the effects on their health and wellbeing. These are related to what is happening in the world, the employer and type of job, and the circumstances of the employee. Scientific summary Introduction Understanding the impact of working from home on health and wellbeing is highly topical and of great interest to employers and employees alike, with a strong need for up-to-date guidance. There is therefore a need to formally and systematically synthesise evidence from both before and during the COVID-19 pandemic to understand the potential impact of current trends in home working and hybrid working and how negative impacts might be mitigated. Methods We undertook a systematic review synthesising qualitative, quantitative and observational data. The overall aim of this review was to identify, appraise and synthesise existing research evidence that explores the impact of home working on health and wellbeing outcomes for working people and health inequalities in the population. Database searching was accompanied by the following additional search methods: scrutiny of reference lists of included papers; searches for UK grey literature; citation searching of key included papers. We extracted and tabulated key data from the included papers. Data extraction was performed by one reviewer, and checked for accuracy and consistency by a second reviewer. Quality (risk of bias) assessment was undertaken using appropriate tools for the types of study designs included in the review. The extracted data have been synthesised narratively due to the diverse nature of the evidence.1 Factors associated with the relationship between home working and health outcomes reported in the literature were displayed by constructing mind maps2 of each individual association which had been identified. The findings from our review were combined with an a priori model3 to develop a final model which was validated in consultation with stakeholders. Inclusion criteria Population The population included anyone in the working population who spends all or some of their working time at home. Papers which look at students, and those studying, rather than undertaking paid employment at home, were excluded from this review. Studies which looked at the impact of temporary remote teaching on teachers (where that was not their normal mode of teaching) as a result of COVID-19 lockdown measures were also excluded from the main review (these studies are discussed separately; see Supplementary Material: Full paper excluded studies. Studies from Organisation for Economic Co-operation and Development4 countries only were included in the review. Exposure This included hybrid models of home working where some time is spent working at home and some in the office or other traditional place of work. Other aspects of flexible and remote working which do not relate directly to home working,, for example studies about flexible office hours or specifically about working in remote locations away from the home, along with the impact of work accessibility (e.g. the impact of remote access to emails on home life), were considered to be outside the scope of this review. Context The extent to which people have been asked to work at home has escalated dramatically in response to the COVID-19 pandemic and much of the recent evidence relates to the specific circumstances of home working during the pandemic. The review and model take steps to take account of this by considering evidence from both before and during the pandemic and also considering the implications for future research and policy directions. Outcomes Any factor that has been shown to be associated with the health of people working at home was included. An association is defined as the link between two variables (often an exposure and an outcome) which is not necessarily a causal relationship. This included all measures of physical health (including self-reported outcomes) and mental health (including clinical indicators such as diagnosis and treatment and/or referral for depression and anxiety alongside self-reported measures). All measures associated with wellbeing including but not limited to wellbeing, happiness, mood and stress-related outcomes were included. Work satisfaction, along with all other employment-related outcomes such as job performance and work-life balance, as outside the scope of this review. Studies We included quantitative, qualitative, mixed-method and observational studies. Studies with and without a comparator group were included. Books and dissertations were excluded (but references were checked for relevance in specific cases). Case studies were considered on an individual basis in terms of their study design and risk of bias. Results In total, 96 pieces of relevant evidence were identified and included. Of 96 studies which were found to meet the inclusion criteria for the review, 30 studies were published before the COVID-19 pandemic (or using data from before the COVID-19 pandemic, without making particular reference to it) and a further 66 were published during the pandemic (and made specific reference to COVID-19 and the pandemic influence on home working). This demonstrates the significant increase in the evidence base throughout 2020–2021 as a result of working from home in the pandemic. Overall, the quality of evidence was limited by the study designs employed by the authors, with the majority of studies being cross-sectional surveys (n = 59), mostly conducted online during the COVID-19 pandemic. For the most part, for studies which collected quantitative data, measures were self-reported. A small number of studies used validated scales to measure specific outcomes such as wellbeing, quality of life (QoL), general health, anxiety and depression. Pre-COVID studies Prior to the COVID-19 pandemic, the evidence base for the impact of working from home on overall health was limited. We identified only seven studies which considered these factors.5–11 A more substantial volume of evidence exists which consists of 24 studies considering the effects of working at home on a broad range of wellbeing and mental health-related measures prior to the COVID-19 pandemic.6,12–34 COVID-19 studies As a result of the COVID-19 pandemic and work-at-home orders given as part of lockdown restrictions in many countries the evidence base on the health impacts of working from home has developed rapidly in the last two years. However, the focus on wellbeing over physical health persists and most studies consisted of cross-sectional survey data with self-reported outcomes. Even as a result of increased working from home due to COVID-19 the volume of literature linking working at home with general health outcomes has not increased substantially. A further five studies linking the outcomes of QoL, higher demands and lifestyle factors (diet and alcohol intake) show an inconsistent picture in terms of their associations with working at home.35–39 The COVID-19 pandemic has also resulted in a slight increase in the number of studies reporting factors which influence the associations between working at home and physical health measures.40–46 Notably all the factors reported had a negative impact on the health outcomes (or no association was found). The largest volume of evidence identified consisted of studies conducted during the COVID-19 pandemic which looked at factors which influence the associations between working from home and measures relating to mental health and wellbeing.17,35,42,44,45,47–59 A broad range of measures relating to wellbeing were used by study authors including direct measures of wellbeing and measures of mental health (including negative affect, anxiety, depression, psychological distress) and stress (including perceived stress, perceived self-efficacy, ‘stress, worry and pressure’, burnout, ‘cognitive worsening’ and specific stress including parenting stress and occupational stress). Measures linked to wellbeing included sleep (sleep quality, time sleeping and fatigue), alcohol use and physical activity (PA)/inactivity (opportunity to exercise, sedentariness, standing and movement, lack of sports facilities open). Increased health concerns were also reported, as were factors linked with social interaction (social isolation, loneliness, minimal contact with others and social support). Satisfaction with working from home (including sense of worthwhile life) and QoL measures were also reported. Lack of choice over whether to work from home along with work autonomy and measures linked to videoconferencing (videoconference fatigue and technostress) were also considered in respect to wellbeing. Further measures linked to the home-work environment and wellbeing included feeling in control of time, lack of commute, more time with the family, lower work/family conflict, and spaces shared with others. Openness to new ways of living was also included. Inequalities and studies which consider sub-populations A total of 15 studies considered the potential for working at home to have different effects for different subgroups of the population.12,27–30,38,42,50,60–67 A combination of studies which recruited specific sections of the population and those which included subgroup analyses within their reported results suggested overall that working at home may have more negative consequences during the COVID-19 pandemic for women and, in particular, mothers. However, it was impossible to tell whether this was primarily as a result of lockdown-related childcare responsibilities and home schooling or related to other aspects of home working during the pandemic. There was very little evidence on age, ethnicity, education or income in terms of moderating home working effects, and very limited evidence from before the COVID-19 pandemic. The impact of COVID-19 on working from home A notable omission from the evidence is that the concept of enforced working from home and having ‘no choice’ was reported in only one paper prior to the pandemic and two papers reporting on working from home as a result of COVID-19 and the associated lockdown measures. However, the concept of lack of choice around working from home was implicit in much of the literature published during COVID-19 – even though it was not directly measured. Surprisingly, there were no clear patterns of wellbeing measures which changed from positive to negative association (or vice versa) during the pandemic. This is of course determined by what authors chose to measure and report, and the paucity of evidence on wellbeing measures prior to the pandemic, so should in no way be taken to suggest that pandemic home working did not have an effect on wellbeing overall. Numerous factors such as space available at home, the presence of children or housemates, and employee expectations around workload and working hours were relevant to health and wellbeing while working from home. Further it is impossible to separate out the effects of COVID-19 lockdown and uncertainties on wellbeing from the direct impacts of home working during this time on wellbeing, particularly for studies conducted during the early stages of the pandemic. In terms of physical and overall health measures, the significantly smaller number of studies measuring these types of association both before and during the COVID-19 pandemic made it even more challenging for any potential patterns to be identified. However, there is some indication that the association between working at home and PA measures became more negative during the COVID-19 pandemic, with five studies reporting reduced PA (compared with a more mixed picture before the pandemic of two studies reporting positive factors, one negative, and one reporting no effect). This is unsurprising given the lockdown measures in which home working was implemented, during which time sports facilities, leisure centres and gyms were closed. Conclusions The evidence base for the factors which influence the associations between home working and health-related outcomes has expanded significantly as a result of the need for those whose work could be done from home to work at home during the COVID-19 pandemic. However, it remains limited in terms of study quality and is focused on mental health and wellbeing-related measures at the expense of measures of physical and overall health. Due to the rapidly expanding nature of the evidence on this topic, it is possible that new studies were published after the final citation searches were conducted (November 2021) and before completion of this synthesis (mid-December 2021). The quality of the evidence base was very much limited by study designs, particularly for studies published during the COVID-19 pandemic, with the majority of studies consisting of data collected by cross-sectional surveys (often online). The current evidence base is not strong enough to determine whether certain individual factors are most important in the pathway between home working and health outcomes and there is a further lack of evidence to determine which groups within a population might be at greatest risk of negative outcomes. However, the findings of our systematic review and resulting model of factors which influence the associations between working at home and employee health suggest that there are factors relating to the external context, the role of employers and the circumstances of the employee which contribute to determining whether someone works at home and what the associated impacts on health and wellbeing may be. External drivers and current trends, as well as the COVID-19 pandemic, contribute to the contextual factors. The employer response is determined by their capacity and willingness to allow and/or mandate home working and hybrid options. If those choices are offered, then the individual factors relating to the employee, their job and their home environment (including their exposure to health inequalities) determine whether they are enabled to choose to work at home, and ultimately whether their experience is positive or negative in respect to the impact on their health and wellbeing. Learning from the COVID-19 lockdown experience will be important to inform future policy on home working. Funding This project was funded by the National Institute for Health and Care Research (NIHR) Public Health Research programme (project reference 18/93 PHR Public Health Review Team) and will be published in full in Public Health Research; Vol. 11, No. 4. See the NIHR Journals Library website for further project information. Study registration This study is registered as PROSPERO 2021 CRD42021253474.

This study investigates the trends of workcation in Indonesia, and the motivations and expectations of workcationers. Workcation is a new way of working that has gained momentum globally, including in Indonesia, particularly since the COVID-19 pandemic. However, research on the workcation trend involving Indonesian workers is limited, if not non-existent. Thus, this study aims to identify the profiles of those who adopt this work style, their motivation, preferences, and experiences. The data in this paper were drawn from an online survey and interviews with workcationers. We use a mixed method and adopt the New Ways of Working (NWW) approach to the sociology of work to provide new insights into the emerging workcation trend in the digital age. The findings show that Indonesian workers who adopt this work style are mostly millennials employed in the formal sectors and earn above the regional minimum wage. They believe that workcation can improve well-being and productivity. However, this trend has drawbacks for workers, such as alienation due to a low sense of belonging, depression, and work-life imbalance. Based on these findings, we propose some relevant social policy responses.

Considering the lack of a harmonized approach to labor law, the Member States are still the key actors with relatively independent standpoints and traditions in the employment law sphere. Critical aspects of labor law are excluded from the regulatory competences in the social chapter of the Treaty on the Functioning of the European Union (“TFEU”). This implies that legal conditions in this field of law remain quite different and labor requirements are heavily dependent on national law. Nevertheless, European Union’s (“EU”) intervention in employment matters has strongly increased in the last years, but since, as a rule, labor law cannot be legislated at European level by Regulations, Member States are reluctant to implement many of the prevailing legal guidelines and the provisions of the directives are not necessarily transposed in an efficient, coordinated, and timely manner.

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Copyright of Revista Internacional y Comparada de Relaciones Laborales y Derecho del Empleo is the property of ADAPT University Press 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.)

Researchers and practitioners are becoming increasingly concerned with the consequences of modern work arrangements for our understanding of work. This article, alongside the four papers which are included in the special issue, explores the implications of new ways of working for employees. We conceptualise new ways of working as an ongoing transformative process, characterised by unprecedented spread, speed and depth of transformation, and highlight four major changes in work which impact employees' experiences. We critically evaluate the implications of each change for employees' attitudes, performance and wellbeing, and suggest areas where more research is needed to deepen our knowledge about how modern work arrangements affect employees. [ABSTRACT FROM AUTHOR]

Here, we researched the effects of the COVID-19 restriction measures on learning/work-related characteristics (working hours, creativity in problem-solving approaches/organizational citizenship behavior (OCB)) depending on chronotype of N = 681 German residents (mean age: 28.63 years, SD: 10.49 years). The data were collected with an online questionnaire from 18 May to 17 June 2020, during the most restrictive phase in Germany. We analyzed participants studying/working in home offices only. Morningness showed positive, while eveningness showed negative correlations to OCB. Morning types worked their usual working times, while evening types took more and longer breaks. In remote work, morning types felt more creative developing problem-solving approaches, while evening types reported the opposite. Our results suggest that remote working is not beneficial for evening types when performance components are concerned, even though they can choose their working time freely which benefits their biological rhythm. This study should be repeated with workers on a large scale to confirm these results. [ABSTRACT FROM AUTHOR]

Remarkable contributions have already been made to narcissism and its particular influence on career success, yet the literature to date does not capture the potential impact of paradoxical personalities, especially when considering the role of humility as a complement to a multifaceted constellation of characters. This gap finds additional relevance in light of recent changes in today’s world of work in terms of flexibility and complexity. Therefore, our study examines the relationship between narcissism and humility with objective and subjective career success in new work settings. The research is based on dyadic data from 398 cross-industry U.S. professionals in 199 pairs. Hypotheses are tested using hierarchical moderated multiple and logistic regression analyses. As expected, the interaction between narcissism and humility showed negative effects on a leadership position, project responsibility, and salary. Considering new ways of working in a three-way interaction with narcissism and humility, the effect turned positive for salary. Thus, in the new world of work, the humble narcissist is successful in material terms. Surprisingly, no relations to subjective career success were evident. Our findings contribute to the literature on new ways of working, career success, and paradox personalities by showing that although humble narcissists may generally experience lower levels of career success, they rather succeed in new working environments. [ABSTRACT FROM AUTHOR]

As a result of growing financial pressures and changing space demands, universities are increasingly looking to modernize and rationalize their workspaces through projects of New Ways of Working (NWoW). So far, extant research has mostly investigated the managerial construct of NWoW and its outcomes on organizational members, leaving the design process leading NWoW to be implemented in local contexts understudied. By contrast, the present study sets out to redefine NWoW as open-ended projects of organizational change that are unavoidably ambiguous and conflictual, hence seeking to overcome the tendency to conceal tensions arising at early stages of the change process under the abstract black-box of 'resistance to change'. It is shown that ambiguity, simultaneously understood as an organizational problem causing tensions and as a rhetorical resource enabling collective action, plays a major role in the design process of such equivocal projects. This paper further advances our understanding of ambiguity as a multifaceted concept to bridge between individual rationalities and collective decision-making in the course of complex design processes. [ABSTRACT FROM AUTHOR]

This study examined the relationship between compulsory new ways of working (flexible work design, workplace design at home, advanced information and communication technology [ICT]‐based communications and culture of innovation) and faculty members' innovative work behaviour. The mediating role of work–life balance and employees' satisfaction with new ways of working in the relationship between new ways of working and innovative work behaviour was also examined. Building on established measurement scales, a questionnaire‐based deductive approach was used to collect data. In total, 457 faculty members were randomly selected from universities in countries in the Gulf Cooperation Council. New ways of work and innovative work behaviour were confirmed as multidimensional concepts. The study participants were clustered in three profiles according to their level of perception of the research variables. New ways of working practices apart from advanced ITC‐based communications were significantly positively related to innovative work behaviour, and work–life balance was significantly positively related to satisfaction. Satisfaction with new ways of working and work–life balance is a vital mechanism of innovative work behaviour, and satisfaction mediates work–life balance and innovative work behaviour. Our research theoretically extends understanding of the compulsory new ways of working and innovative work behaviour in higher education institutions. It provides insights into how new ways of working affect innovative behaviour via two mediating mechanisms: work–life balance and satisfaction. This contingent perspective has not yet been explored in prior studies. Educational policy and decision makers can benefit from the results of this study by reorganizing their work activities according to faculty members' need to foster innovative educational solutions. [ABSTRACT FROM AUTHOR]

Following the COVID-19 pandemic, public organizations are tempted to introduce to practices that allow employees to work independently of time and space. However, little is known about the impact of such practices on employees' outcomes. The purpose of this study is to investigate the relationship between New Ways of Working (NWW) and in-role performance, while also considering the role that outcome-oriented culture plays in this relationship. Hierarchical regression models are used to analyze a sample of 1204 public employees at the cantonal level in Switzerland. Our findings support the hypothesized positive relationships between two NWW practices (flexibility in time and location and access to organizational knowledge). However, the moderating role of an outcome-oriented culture is only partially supported. Our study emphasizes the significance of having an organizational culture that is aligned with practices such as NWW to improve job performance. [ABSTRACT FROM AUTHOR]

Orientation: Leaders must understand how to manage digital nomads in their companies. Research purpose: This study aimed to explore how digital nomads’ experiences shape their understanding of their work and life during the transitional career process. Motivation for the study: Little research explores why individuals become digital nomads and what they find important in their life and work. Research approach/design and method: This study employed the concept of working identity and used the open-ended approach of grounded theory. The snowball sampling method was used to recruit the participants, and data were collected using semi-structured interviews with 28 digital nomads. Main findings: The authors identified five stages related to how digital nomads’ experiences shape their views on what matters most to them in work and life: (1) rebelling against established work norms, (2) experimenting with ways of working and living, (3) crystallising personal work and life values, (4) living new work and life scripts and (5) rebelling against a nomadic lifestyle. Practical/managerial implications: This study provides useful findings for managers who are working in business strategy and policy settings and are seeking to recruit digital nomads. Career counsellors could also use this study’s findings to help individuals develop realistic expectations about the lifestyle and careers of digital nomads. Contribution/value-add: This study builds an understanding of nomadic experiences from a career exploration perspective and offers recommendations for future research on the role of luck in digital career paths and career decisions.

The COVID-19 pandemic has driven organizations to implement various flexible work arrangements. Due to a lack of longitudinal studies, there is currently no consensus in specialized literature regarding the consequences of flexible work arrangements on employee mental health, as well any long term potential impacts. Using the Job Demand-Resource Model, this study documents consequences of the implementation of two types of flexible work arrangement: work schedule flexibility and teleworking on employee mental health over time, and the mediating role played by work overload during the accelerated implementation of flexible work arrangements in the course of the COVID-19 pandemic. Using a longitudinal design and probabilistic sampling, 209 workers participated in this study, twice answering a flexible work arrangement and mental health questionnaire during the pandemic. Findings of this moderated-mediation suggest that work schedule flexibility generates positive effects on mental health over time due to decreased work overload, but only for employees not working from home. These results offer theoretical and practical implications applicable to organizations considering implementation of flexible work arrangements, particularly with regard to how these flexible practices could support a balance between demand and resources, their impact on work overload, and employee mental health over time.

The study investigates to what extent empowering HRM practices (i.e., workplace flexibility, professional autonomy, and access to knowledge via ICT) and empowering leadership have the potential to motivate employees in displaying workplace proactivity in NWW contexts. The study builds on the empowerment theory to gain a better understanding of how employees are able to make choices in order to achieve the goals set in their work and how leadership can support this. A field study was conducted in four subsidiaries of a large Dutch bank active in the financial sector. In line with expectations, positive relationships were found between professional autonomy, access to knowledge via ICT and empowering leadership, on the one hand, and psychological empowerment, on the other. Also, in line with expectations, a positive relationship was found between psychological empowerment and workplace proactivity. Moreover, as hypothesized, psychological empowerment partly mediated the relationship between the HRM practices and empowering leadership and workplace proactivity. However, autonomy had a direct, negative effect on workplace proactivity. Also workplace flexibility was neither directly nor indirectly associated with workplace proactivity. Finally, HRM and leadership can be viewed as complementary as they combine different perspectives for employees in order to display proactive workplace behaviour. In conclusion, the empowerment process approach helped to disentangle the motivating elements that foster workplace proactivity in modern workplaces. [ABSTRACT FROM AUTHOR]

Technology invites a reconsideration of organization and organizing by calling attention to mediated forms of value production among loose social collectives outside formal organizational boundaries. While the nascent concept of organizationality holds potential for such a re-conceptualization, the processes through which loose social members become invested in co-orientation and collective effort require further empirical and theoretical exploration. In this paper, we link organizationality research with critical media studies on affect and technology to theorize how affect holds provisional collectives together while promoting new modes of value extraction. Empirically, we draw from an ethnographic study of hackathons – transdigital innovation spaces where participants act with and through technology – and suggest three intertwined processes as part of an affective circuit that stokes and directs affect. The paper's contribution is threefold. First, by analysing how affective circuits bind, integrate and co-orient action among loose members, we contribute to understanding organizationality as affectively constituted. Second, by showing how hackathons leverage desire for community, we offer a critical perspective on affective capture and argue that organizationality involves novel modes of value production. Third, we complement theorizing of hackathons by exploring them as sites of organizationality, focusing on the provisional, relational and affect-rich nature of new forms of organizing in the digital age. [ABSTRACT FROM AUTHOR]

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Copyright of Management international / International Management / Gestiòn Internacional is the property of Management International 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.)

Orientation: Leaders must understand how to manage digital nomads in their companies. Research purpose: This study aimed to explore how digital nomads' experiences shape their understanding of their work and life during the transitional career process. Motivation for the study: Little research explores why individuals become digital nomads and what they find important in their life and work. Research approach/design and method: This study employed the concept of working identity and used the open-ended approach of grounded theory. The snowball sampling method was used to recruit the participants, and data were collected using semi-structured interviews with 28 digital nomads. Main findings: The authors identified five stages related to how digital nomads' experiences shape their views on what matters most to them in work and life: (1) rebelling against established work norms, (2) experimenting with ways of working and living, (3) crystallising personal work and life values, (4) living new work and life scripts and (5) rebelling against a nomadic lifestyle. Practical/managerial implications: This study provides useful findings for managers who are working in business strategy and policy settings and are seeking to recruit digital nomads. Career counsellors could also use this study's findings to help individuals develop realistic expectations about the lifestyle and careers of digital nomads. Contribution/value-add: This study builds an understanding of nomadic experiences from a career exploration perspective and offers recommendations for future research on the role of luck in digital career paths and career decisions. [ABSTRACT FROM AUTHOR]

This article examines managerial control practices in a public bureaucracy at the moment of introducing remote work as part with a new ways of working (NWW) project. The qualitative study builds on 38 interviews with supervisors and subordinates conducted before the advent of COVID-19. By interpreting interviewees' conversations about current and anticipated future work practices in the changing work setting, we reveal tacit and hidden practices of managerial control that are currently prevalent in many organizations introducing remote working. Three constitutive moments of the organization's transformation to NWW are analytically distinguished: (i) how implicit becomes explicit, (ii) how collective becomes self, and (iii) how personal becomes impersonal. Our findings emphasize that the transition to NWW must take into account prevailing institutional logics and must reconnect to a fundamental and often neglected question: What does doing work mean within the particular organization? Negotiating this fundamental question might help to overcome supervisors' uncertainties about managerial control and provide clarity to subordinates about what is expected from them while working remotely. Finally, we discuss how the transition to NWW may serve as both an opportunity and a potential threat to established organizational practices while highlighting the challenge supervisors face when the institutional logics conflict with remote working. [ABSTRACT FROM AUTHOR]

This article examines managerial control practices in a public bureaucracy at the moment of introducing remote work as part with a new ways of working (NWW) project. The qualitative study builds on 38 interviews with supervisors and subordinates conducted before the advent of COVID-19. By interpreting interviewees’ conversations about current and anticipated future work practices in the changing work setting, we reveal tacit and hidden practices of managerial control that are currently prevalent in many organizations introducing remote working. Three constitutive moments of the organization’s transformation to NWW are analytically distinguished: (i) how implicit becomes explicit, (ii) how collective becomes self, and (iii) how personal becomes impersonal. Our findings emphasize that the transition to NWW must take into account prevailing institutional logics and must reconnect to a fundamental and often neglected question: What does doing work mean within the particular organization? Negotiating this fundamental question might help to overcome supervisors’ uncertainties about managerial control and provide clarity to subordinates about what is expected from them while working remotely. Finally, we discuss how the transition to NWW may serve as both an opportunity and a potential threat to established organizational practices while highlighting the challenge supervisors face when the institutional logics conflict with remote working.

To promote innovativeness and efficiency, an increasing number of firms have adopted New ways of working (NWW). However, it is not clear what effect NWW has on innovation-related outcomes, such as intrapreneurial behaviour. Therefore, we provide a first investigation on the relation between the facets of NWW and intrapreneurial behaviour, while testing transformational leadership and co-worker social interaction as mediators. We use a sample of 254 employees of the Dutch working population and apply the Preacher and Hayes' (Behav Res Methods 40(3):879–891, 2008) bootstrap method for multiple mediation to test our hypotheses. We find that NWW facets time- and location-independent work and management on output are positively related to intrapreneurial behaviour. In addition, we find that the relation between a freely accessible open workplace and intrapreneurial behaviour is mediated by transformational leadership. However, we find no relationship between co-worker social interaction and intrapreneurial behaviour and thus no mediating role for social interaction. Our research adds to the budding literature on the effects of NWW and to the literature on the determinants of intrapreneurial behaviour. We conclude that implementation of several NWW facets and a transformational leadership style could help foster intrapreneurial behaviour among employees, and that future research that further enhances the measurement of the NWW facets and investigates its configurational effects on intrapreneurial behaviour is welcome. [ABSTRACT FROM AUTHOR]

Work is a key element in the UN Sustainable Development Goals (SDGs). Crowdwork is a new way of working defined as a paid, digital platform-enabled form of work based on crowdsourcing model. Previous research on crowdwork narrowly considered its direct and immediate economic impact on individual workers overlooking its broader sustainable impact. This study goes a step further and adopts a wider sustainable development approach to examine the relationship between crowdwork and the sustainable development of the workers involved. It questions whether crowdwork contributes to the sustainable development of workers, and if so, how? An inductive research approach is adopted, and rich qualitative data was collected benefiting from a unique access to crowdworkers. The study reveals that crowdworkers develop three types of skills in the process of crowdwork namely; domain, platform and business skills. It highlights that these developed knowledge and skills are transferred from crowdworkers to other workers and other work settings. Furthermore, it traces and identifies the process through which crowdworkers develop and transfer these skills and knowledge and categorises it into three stages of Reactive Exploitation, Proactive Expansion, and Transfer. The study concludes that this process contributes to a more sustainable human resource development not only for the crowdworkers involved but for others as well contributing to the sustainable social and economic development [ABSTRACT FROM AUTHOR]

Copyright of Lumina (0123-4072) is the property of Universidad de Manizales 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.)

Background and objective: In this study, we researched the effects of the COVID-19 restriction measures on the sleep health of N = 681 German residents (mean age: 28.63 years, SD: 10.49 years). Methods: The data were collected with an anonymous online survey composed of validated questionnaires and additional questions to quantify changed circumstances during the pandemic. Data were collected from May 18 to June 17, 2020, while governmental restrictions were imposed in Germany. We exclusively analysed participants working in home office during this time. Results: Participants woke up about 1 hour later during the COVID-19 restriction phase, while going to bed at almost the same time as before. During the week, participants slept about an hour longer, while sleep at weekends did not differ significantly. Social jetlag decreased from 1:39 ± 1:00 to 0:49 ± 0:42 min in our sample. The number of children in the household was a significant factor predicting sleep timing. Participants with children living in the same household slept longer and sleep onset was later. Conclusion: In terms of sleep behaviour and, consequently, sleep health, participants benefited from the transition to home office. They were able to adapt their waking and working hours better to their biological rhythm, which reduced social jetlag. [ABSTRACT FROM AUTHOR]

The new world of work is being characterized by the emergence of what are, apparently, increasingly autonomous ways of working and living. Mobile work, coworking, flex office, platform-based entrepreneurship, virtual collaborations, Do It Yourself (DIT), remote work, digital nomads, among other trends, epitomize ways of organizing work practice that purportedly align productivity with freedom. But most ethnographical research already reveals many paradoxical experiences associated with these new practices and processes. Indeed, it appears that with autonomy comes surveillance and control, to a point where, as Foucault observed way back, subjectivity and subject become synonyms, and the current pandemic both strengthens and makes visible this situation. In this introduction to the special issue we make a foray into this situation, using four open and related themes developed in the five papers we selected: managerial control and technology; surveillance and platform capitalism; time and space; and new organizational forms and autonomy. Paradoxical movements are identified for each of them, before we conclude by reflecting on a grounding paradox which appears at the centre of this special issue and the themes it covers. [ABSTRACT FROM AUTHOR]

This paper empirically examines the influence of desk sharing on the various forms of employee commitment. Previous literature has examined the influence of innovative workspace on employee satisfaction as well as the possible the benefits and disadvantages of desk sharing, but not the influence desk sharing may have on employee commitment. Our study examines the level of commitment in organisations that apply desk sharing compared to those with traditional office settings, finding that desk sharing does not necessarily have a negative influence on commitment. Indeed, desk sharing employees show higher level of affective commitment when applied moderately. However, a radical application of desk sharing leads to lower commitment; thus, when applying desk sharing it is important to consider the specific conditions, organizational needs as well as managerial example. The findings point to a number of implications relating to the application of desk sharing and other flexible office settings.