Search

This study considered how hybrid working impacts the management of menopause symptoms in HE Professional Services (PS) employees. The evidence suggested that work was affected by menopause symptoms and poor workplace control increased symptom severity. Participants adapted their working environment and employed compensatory actions to perform optimally. In the office, women felt obliged to work through symptoms, whereas at home, women often worked longer hours. Women made career decisions based on symptoms. Job control and task-based autonomy gave improved menopause experiences. Supportive environments yielded positive workplace menopause transitions, even with low autonomy. Existing mechanisms like performance development reviews (PDRs), workplace risk assessments and reasonable adjustments could be used. Universities should raise awareness and provide training for managers, as the research showed that women wanted choice about menopause disclosure. A HE sector-level response is needed to address this extensive occupational health concern, to benefit from increased engagement and decreased staff turnover. [ABSTRACT FROM AUTHOR]

Challenges with the retention of social workers have increased over the past ten years with links made to higher caseloads, increased stress, shrinking office space and hybridisation of work roles driven by both austerity and changes resulting from the coronavirus disease 2019 (COVID-19) pandemic. This article reports on findings from a study developed with two local authorities exploring retention in adult social care from the perspective of practitioners working in the South of England. A mixed methods approach was taken. A group of (n = 57) social workers at two local authorities completed an online survey and (n = 13) were interviewed in depth. A semi-structured interview schedule was constructed to collect expanded reflections on issues affecting retention. Several themes emerged concerning the differential impacts of the changing workplace post-COVID-19. These include increased stress and high caseloads and the potential negative impact of hotdesking and hybrid working on supervision and well-being. We discuss areas where changes might address some of the current concerns highlighted by participants, which may in turn exert a positive impact on retention. [ABSTRACT FROM AUTHOR]

Global scientific exchange has been profoundly perturbed by the COVID-19 pandemic, altering user travel behaviours and accelerating the use of remote access. Combined with the advent of artificial intelligence (AI), these trends together can change how large-scale user scientific facilities are used by the community and managed by operators.

BACKGROUND: Although hybrid work has been a topic of research for many years, the pandemic has introduced a new context that remains relatively unexplored. OBJECTIVE: This paper aims to define hybrid working as a novel flexible working arrangement and investigate the factors that influence its effective implementation within organisations. METHODS: To achieve this research objective, we conducted a single case study focusing on Mars Wrigley Poland. The study involved interviews with the People & Organization Director of the company and an analysis of internal documents developed during the implementation of hybrid working. RESULTS: Our findings show that hybrid working is a team-managed flexible working arrangement, and it is within the teams that the specifics of the hybrid work should be determined and defined. Additionally, the findings reveal that hybrid working is not a one-size-fits-all model. It requires a holistic approach to establish a clear strategy that encompasses various factors such as culture, technology, and employee experience. Of particular importance is the need to ensure connection in the broader sense and ongoing support to employees. CONCLUSIONS: Managers can significantly improve the success rate of hybrid working by gaining insight into the key factors that facilitate the implementation of the hybrid model. [ABSTRACT FROM AUTHOR]

In the seemingly new world of work after the pandemic, managers are confronted with new difficulties in managing their teams. This research aims to answer the important research question on adaptive leadership dynamics: how do leaders steer in change? Drawing on the constantly evolving nature of flexible working environments. This paper seeks to establish the various approaches used by leaders in the current work environment. The purpose of this investigation is to provide critical recommendations to the organizational decision-makers on how to manage their employees in this post-COVID-19 world. Both quantitative and qualitative data collection methods will be employed to interview leaders in various sectors regarding the following: (1) identifying and contacting leaders who have effectively navigated the team’s post-pandemic; (2) identifying firsthand experiences and understanding of leadership strategies. The study used interviews, of which 70% were semi-structured, and the number of participants was 10. The analysis presented in this study revealed the type of leadership and their coping mechanisms, the factors that led to the activation of the coping mechanisms, and that post-pandemic, a leader’s style can be altered not only for business gain but also as a positive change for the leader themselves. The change that leaders had to undergo in post-pandemic working arrangements was diverse, and changing has never been unfamiliar to changing the leadership style. Despite the fact that our studies provide significant information regarding the main area of leadership in the management climate, there are certain aspects that deserve certain considerations. The coordination of this research is based only on middle managers, which restrains the viewpoint of our study with cross-industry background. However, there is one major limitation of the study because the study was conducted at the end of the pandemic, and therefore it may not be equally relevant as any other period of time. Therefore, the leadership phenomenon can be explored from the leader’s perspective alone, and this might result in ignoring crucial follower or any other stakeholder information. In this research, there was no other interview conducted to compare with the interview completed in this research to validate the respondent answers. In view of these, it would be appropriate to take a closer look at the leadership processes from different angles in order to gain a better appreciation of the phenomenon. [ABSTRACT FROM AUTHOR]

Copyright of Jurnal Manajemen dan Organisasi is the property of IPB University 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.)

Hybrid working, where social workers frequently work from home and use digital technology to communicate with colleagues and people using services, has become common practice in UK social work. This article presents findings from an ethnographic study of child and family social work practice in three local authorities in England. The study involved interviews and observations of practice with twenty-one social workers, over the course of six to twelve months in each site, and focus groups with young people and families who used child protection services. It used a theoretical frame of socio-materiality to examine social workers' experiences of work and their digitally mediated interactions, sense-making and relationships with colleagues, supervisors, young people and families. The study found hybrid working and digitally mediated practices had significant impacts on social workers' interactions, relationships and experiences. These impacts were particularly likely to be negative for less experienced practitioners, while some more experienced practitioners had more autonomy over their work and experienced it as more creative and meaningful. The study raises questions about how less experienced social workers can be supported and helped to develop as practitioners, in working environments where they are more often working alone. [ABSTRACT FROM AUTHOR]

While hybrid working offers many benefits, its individualizing inclination creates 'new vulnerabilities' by making social ties and work collectives more precarious. A growing number of studies have referred to co-presence to examine how hybrid work arrangements reshape sociality and togetherness at work. However, most consider co-presence as fundamentally distinct from vulnerability, creating a common divide between the two phenomena. This conceptual article posits a normative argument that recasting how co-presence relates to vulnerability should help to address the 'new vulnerabilities' at stake in hybrid working. After briefly exploring how the literature examines the interplay of co-presence and vulnerability, I draw on existential phenomenology – in particular, the ontological arguments of Maurice Merleau-Ponty and Judith Butler – to develop the notion of 'vulnerable co-presence' before introducing three points of attention, namely how it is (1) 'intercorporeal', (2) 'temporo-spatial' and (3) 'ethico-political'. I then outline the two main implications of this framework. First, it lays the groundwork for repoliticizing the hybrid workforce. Second, it offers practitioners a perceptual basis for imagining and learning new skills to 'hold the collective together' in hybrid organizational contexts. Finally, I present this article's methodological contributions and suggest some avenues for future research. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic has brought global physical, psychological, social and occupational health challenges. Telework and hybrid work have been a necessary response that has sustained and transformed companies and work at a global level. The main objective of this paper is to understand and characterize how ecosystems of healthy work environments in the context of telework and hybrid work. The Healthy Workplace Model proposed by the World Health Organization (Burton, 2010) was adopted. Thus, we analyzed the relationship between core principles related to physical work environment, psychosocial work environment, organizational culture, enterprise internal and external social responsibility and resources for occupational health in teleworking and hybrid working contexts. The study involved a total of 1829 participants, 1246 (68.1%) female and 571 (31.2%) male. The age of the professionals varies between 18 and 72 years, with a mean of 43 years and standard deviation of 10.45. The Healthy Workplaces Ecosystems Tool (EATS) was used (Gaspar et al., 2022). 57% of participants were in telework, 16% in hybrid work and 27% in face-to-face work. The comparative results showed statistically significant differences in relation to all dimensions of healthy work environments between the three types of work. The professionals in hybrid work situations have a more positive perception of the organisational culture, psychosocial work environment, physical work environment, resources for health and social responsibility, and better mental health indicators. The professionals in hybrid situations are followed by the professionals in telecommuting and, finally, the professionals in face-to-face situations. Three linear regression models were performed to understand the factors that best explain the psychosocial risks related to mental health (PRMH) in the three types of work. The results reveal that for workers who are in face-to-face exclusive work what best explains PRMH (R2 =.41) is marital status, psychosocial environment, leadership commitment, professional engagement, physical environment and stress management skills. For professionals in hybrid work what best explains the PRMH (R2 =.36) is age, marital status, psychosocial environment, professional engagement and stress management skills. For teleworking professionals that best explains the PRMH (R2 =.39) is psychosocial environment, leadership commitment, professional engagement, community engagement/social responsibility, physical environment and stress management competencies. The results show that workers in hybrid situation reveal a more positive perception of the ecosystems of healthy work environment. The professionals who have exclusive face-to-face job are those who report a more negative perception of the work environment. For all workers, PRMH are explained by the psychosocial environment, the professional's involvement and stress management skills. Specificities are identified for each type of work that should be taken into account in the promotion of healthy work environment ecosystems adapted to the new types and diversity of work models in order to promote mental health and prevent psychosocial risks at work. [ABSTRACT FROM AUTHOR]

Introduction: This study investigates the antecedents and consequences of strategic career management behaviours in a sample. Methods: A total of 739 employees (Male = 442, 59.8%) with a mean age of 27.64 years (SD = 8.48; Range = [18, 70]), working mostly full-time (n  =  398, 53.9%) and with 46.35% of their work being done hybrid-like participated in this study. The study tested perceived self-efficacy, desire for career control and perceived organizational support as predictors of strategic career behaviours. And tested strategic career behaviours as predictors of perceived career control, objective and subjective career success, and career satisfaction. Results: Results indicate objective career success was not related to the antecedent variables of strategic career behaviours and hence was removed from the model. Regression and mediation analyses demonstrated that perceived self-efficacy and desire for career control are good predictors of the use of strategic career behaviours, but perceived organizational support is not; strategic career behaviours are reasonable predictors of perceived control, and very strong predictors of subjective career success and career satisfaction. Discussion: Strategic Career Behaviours were found to play only a partial mediating role in the present model suggesting that further analysis is required to determine whether they play a central role in the relationships between the antecedents and consequences in the present model, or whether they should be considered a contributing but merely parallel factor. These results will support career management programs, accounting for idiosyncrasies of hybrid work. [ABSTRACT FROM AUTHOR]

Human Resource Management (HRM) has roles from recruiting to supporting employment apart from building a positive workplace environment. While the post-pandemic economic situation is slightly improving at a snail's speed, retention of skilled employees has become the greatest challenge for employers. During the pandemic, many small firms had no liquidity to sustain and retain their employees. Many retention practices are routinely implemented by small and big firms. Quantitative data was collected by non-probability method, a self-administered questionnaire with 5-point Likert scales distributed to respondents' sample size of 295. By multiple regression analysis, it is found that compensation, job satisfaction and autonomy are significant to employee retention. The study objective is to understand the relationship between the effectiveness of human resources practice on employee retention. This study should be able to give a bird's eye view of which construct to relate to retaining their employees. [ABSTRACT FROM AUTHOR]

The implementation of full-remote and hybrid working systems continues to improve and be maintained now. In addition to the convenience, remote working affects the psychological condition of workers. Human Resource (HR) workers who perform remote working need to ensure their psychological condition because they become role models for employees in the company. This study aims to get a comprehensive overview of the well-being of HR workers who implement full-remote and hybrid systems. Qualitative research methods are used with thematic comparison analysis. Data was collected through semi-structured interviews. The characteristics of the respondents in this study are 1) HR employees; 2) Work for a minimum of 6 months; 3) Implement a remote working system (full remote or hybrid working). The research respondents consisted of four people, which are two full-remote workers and two hybrid workers. This study shows that overall remote working can simplify the work processes of employees because its flexibility. On the other hand, the differences were found between the two types of remote working, specifically full-remote work system gives employees more flexibility in managing their work, but workers tend to feel social isolation. Meanwhile, the hybrid work system makes it easier for workers to meet social needs, but workers tend to increase physical complaints. The results of this study can become practical suggestions at the individual, managerial and organizational levels in providing specific guidelines for remote working.

IntroductionThis study investigates the antecedents and consequences of strategic career management behaviours in a sample.MethodsA total of 739 employees (Male = 442, 59.8%) with a mean age of 27.64 years (SD = 8.48; Range = [18, 70]), working mostly full-time (n = 398, 53.9%) and with 46.35% of their work being done hybrid-like participated in this study. The study tested perceived self-efficacy, desire for career control and perceived organizational support as predictors of strategic career behaviours. And tested strategic career behaviours as predictors of perceived career control, objective and subjective career success, and career satisfaction.ResultsResults indicate objective career success was not related to the antecedent variables of strategic career behaviours and hence was removed from the model. Regression and mediation analyses demonstrated that perceived self-efficacy and desire for career control are good predictors of the use of strategic career behaviours, but perceived organizational support is not; strategic career behaviours are reasonable predictors of perceived control, and very strong predictors of subjective career success and career satisfaction.DiscussionStrategic Career Behaviours were found to play only a partial mediating role in the present model suggesting that further analysis is required to determine whether they play a central role in the relationships between the antecedents and consequences in the present model, or whether they should be considered a contributing but merely parallel factor. These results will support career management programs, accounting for idiosyncrasies of hybrid work.

Hybrid working is a prevalent way of working, representing a significant change for public sector organisations. The change management literature brings together the notions of place and space; however, little research on hybrid working has used this framing. In this article, we extend this framing to include time, arguing that key to hybrid working effectiveness is the adoption of a purposeful approach to integrating place, space and time. This article has the potential to assist public sector human resource practitioners, managers, employees and policymakers as they navigate their way through these changing times. [ABSTRACT FROM AUTHOR]

This article foregrounds the working experience of a knowledge worker in the United Kingdom across three years (2019–2022) that included periods of 'lockdown' and other social restrictions resulting from the COVID-19 pandemic. Across seven separate interview extracts, it offers a longitudinal narrative on the lived experience of substituting a workday comprising a long-distance commute by car to work 'standard' hours for an extended workday telecommuting from home. Over time the worker paradoxically recognises that telecommuting entails added pressures of work intensification, extensification and greater domestic responsibility but this is preferable to returning to a long-distance dissatisfying commute. The reflexive narrative reveals how he embraces the pressures of telecommuting through job crafting to re-identify as an autonomous professional and more engaged care-giving parent. The article contributes to the literature on hybrid/flexible forms of work organisation emerging from the pandemic by indicating the importance of micro-level considerations and implications for gender equality. [ABSTRACT FROM AUTHOR]

BACKGROUND: Utilisation of coworking spaces (CWS) was rising sharply prior to the COVID-19 pandemic. The transition to new work arrangements which involve a hybrid, work and home model, is likely to involve the use of alternative workspaces. Understanding the impacts of CWS on employees is timely to examine the benefits of utilisation and how these might be incorporated into new ways of working. This scoping review aims to explore the relationship between CWS, mental and physical health, and workers' performance, and provide insights into future considerations for design. OBJECTIVE: The main objective was to map the current literature on CWS, focusing on identification of relevant modifiable factors to improve worker's mental and physical health, and performance. METHOD: Three databases, Embase, PsycInfo, and Proquest, were systematically reviewed, to identify studies from 2005 onwards. Data was extracted and analysed using diagrammatic mapping. Only studies published in English were included. RESULTS: Eleven relevant papers were included which covered the three outcomes of interest: worker's performance (5), mental health (4) and physical health (2). Environmental factors influencing the three outcomes were categorised into physical environment (12 factors) and the psychosocial environment (6 factors). Overall, CWS environmental factors had a positive influence on workers (23 positive relationships and 11 negative relationships). CONCLUSION: Coworking spaces offer potential benefits for tele-workers, including opportunities for collaboration/networking and productivity gains. However, attention to the CWS physical design is important to optimise the experience for workers and mitigate risk of adverse mental and physical health effects. [ABSTRACT FROM AUTHOR]

Covid changed how we work, with many organisations now adopting a hybrid approach. The impact this has on psychological safety is thus far unknown, with much of the research on psychological safety being conducted on MS Teams. We were therefore interested to determine if there is a difference in levels of psychological safety depending on work location (office, hybrid or remote). For clarity, we define 'office' as working in the office full time, 'hybrid' as working in the office some days and at home some days and 'remote' as working at home full time. This article discusses our findings. [ABSTRACT FROM AUTHOR]

This article investigates the lived experience of hybrid working and the impact this has on knowledge workers’ psychosocial health and wellbeing. Specifically, we focus on how the workplace can promote or hinder wellbeing and how hybrid working is experienced after the pandemic. We draw on salutogenic theory – which considers the factors that support and enhance health and wellbeing – in the context of workplaces, to help us understand individual's experiences of hybrid working spaces. This draws attention to new critical insights into the relationship between workspaces and wellbeing. This article is based on empirical, visual data gathered from a case study of university academic and professional services staff, who were asked to take photographs of their hybrid working practices. Our findings highlight the paradox that individual curation of workspaces represents both personalisation and depersonalisation as employees seek to anchor self-identity and a sense of belonging to the workspace. We offer three contributions in this paper. First, little is known of the experiences of those attending hybrid work environments following the pandemic; therefore, our research contributes to this by using salutogenic theory to emphasise the importance of individuals having control over how they shape their environments to promote personal wellbeing. Second, we demonstrate how the use of visual methods to explore hybrid working highlights how individuals mobilise resources within their workspaces to develop a self-responsibility for health. Third, we highlight the importance of how organisations should recognise individual circumstances when developing hybrid working policies.

Purpose: The aim of the paper is to determine how the development of digital competences affects the organization of the labour market. Design/methodology/approach: The authors focused on combining two areas, i.e. the object - students (generation Z) and the subject - the preferred form of work organization in the future. The conducted research shows the correlation of digital competences of the Z generation with the possible organization of business models of the labor market. The survey used the survey method, the survey technique, the research tool of which was a questionnaire. Research limitations/implications: Generation Z are characterized by excellent knowledge of using modern technologies and have digital competences, and the use of mobile devices has become an element of their everyday life. A characteristic feature of this generation is its mobility, which also translates into preferences regarding the future work model. The experience gained during remote learning can be used by future employers to effectively implement the hybrid work model, in which the temporary possibility of remote work is the preferred form of work for the Z generation. Undoubtedly, the issue that requires further research is the effectiveness of management and motivating employees who perform part of their work. tasks in the form of remote work. Originality/value: The review of the research carried out so far, the analysis of the scope of their objective and subjective scope as well as the indicated limitations of the research allowed the authors to identify key research areas that should be the subject of further analysis. The key factor determining the future of remote (and hybrid) work are digital competences, understood as the ability to use devices and applications based on Internet communication. The authors drew attention to a research gap that should be analyzed, and which could significantly enrich the existing research - the subjective scope of the research should include a group of people who during the pandemic gained extensive experience in remote communication and work (learning) remotely, and who potentially are perfectly able to use modern technologies - a group of current students. [ABSTRACT FROM AUTHOR]

Copyright of Gedrag & Organisatie is the property of Amsterdam 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.)

Aim: The COVID-19 outbreak started a new era as it changed the balance between work and family by necessitating remote working. However, only a few studies have investigated work-family conflict during the pandemic. Hence, the primary aim of this study is to examine work arrangement and work-family conflict relationship. It is also expected that gender will have a moderating role that affects work-family conflict in different ways depending on work arrangements. The second purpose of the study is to explore the aspects that facilitate working from home.Method: The sample consisted of 245 employees working in finance and information sectors in Turkey. Data was collected by using questionnaires.Findings: Results indicated that office workers had higher work-to-family conflict than remote workers and hybrid workers. No significant difference was found on family-to-work conflict regarding the work arrangement, and gender did not act as a moderator. Regarding the second purpose of the study, the aspects that facilitate working from home were classified into three categories. In the content analysis, the most repeated codes were related to working conditions, followed by physical and psycho-social needs.Results: This research is one of the first investigations in Turkey to explore the relationship between work arrangement and work-family conflict during the COVID-19 outbreak providing important results regarding the remote working arrangements adopted by many organizations worldwide.

Copyright of Conference Journal of Social Policy / Sosyal Siyaset Konferanslar Dergisi is the property of Journal of Social Policy Conferences/Sosyal Siyaset Konferanslar Dergisi 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.)

Objective: This article discusses how the effectiveness of remote work has developed and differences in how it is assessed by employees and managers. Two research questions are asked: 1) How do employees assess the impact of remote work tools on various aspects of operation? and 2) How do managers perceive and approach employee attitudes and opinions in this area? Research Design & Methods: Computed-Assisted Web Interviews (CAWI) were conducted with 500 respondents (employees of companies with international capital). The results were then discussed (interviews) with 14 middle and senior managers. Findings: Employees believed the technology and tools available had the most significant positive impact on innovation and organisation. In contrast, aspects related to communication and relationships had the lowest impact. Although manager’s comments related to the effectiveness scores were divided, they did not contradict one another. Implications / Recommendations: Based on the research, an attempt was made to distinguish key variables for managers. They include: work programming (rules, principles, control, KPIs), ensuring autonomy (freedom in organising work and decision-making, ensuring trust), maintaining relationships (including effective communication) and one’s own skills. Contribution: It is important to understand that there are differences in how employees and managers perceive effectiveness and task performance efficiency. Managers’ awareness of their employees’ opinions is vital, as the interviews show.

Global scientific exchange has been profoundly perturbed by the COVID-19 pandemic, altering user travel behaviours and accelerating the use of remote access. Combined with the advent of artificial intelligence (AI), these trends together can change how large-scale user scientific facilities are used by the community and managed by operators.

Copyright of Tijdschrift voor Arbeidsvraagstukken is the property of Amsterdam 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.)

Copyright of Tijdschrift voor Arbeidsvraagstukken is the property of Amsterdam 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.)

Copyright of Tijdschrift voor Arbeidsvraagstukken is the property of Amsterdam 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.)

Background: During the Covid-19 pandemic, the company made several changes to maintain the course of operations in accordance with the company's expectations and goals. These changes can indirectly affect the leadership style and motivation of employees so that they have an impact on employee job satisfaction. Employee job satisfaction is one of the important factors that companies need to pay attention to. Purpose: This study aims to analyze the influence of hybrid working systems, leadership styles, and worker motivation on employee job satisfaction in one of the medical teleconsultation start-up companies in Indonesia. Method: This study used the questionnaire method. The population is an employee medical team consisting of 50 doctors. A sample of 50 people was carried out using a simple random sampling technique. Data collection techniques use questionnaires that have been tested for validity and reliability. Data analysis techniques use Multiple Linear Regression Analysis. Results: The results showed: (1) the hybrid working t-count of 2.03 > 2,012 with a signification value of 0.047 < 0.05, then H1 was accepted and H0 was rejected. (2) t)count leadership style -1,700 < 2,012 and significance value 0.096 > 0.05 it is concluded that the leadership style variable has no significant effect on job satisfaction hence H1 is rejected and H0 is accepted. (3) t-calculate motivation of 6.329 > 2.012 with a significance value of 0.047 < 0.05 it is concluded that the motivation variable has a significant effect on job satisfaction, then H1 is accepted and H0 is rejected. (4). F-count of 43.72 > F-table 2,802 and significance of 0.000 < 0.005 so that hybrid working, leadership style and motivation together have a real effect on job satisfaction. H1 is accepted and H0 is rejected. Adjusted R Square 0.740, meaning 74% Job satisfaction can be explained by hybrid working, leadership style and motivation while the remaining 26% is influenced by other variables. Conclusion: Conclusion, namely Hybrid working has a significant effect on employee work performance, Leadership style does not have a significant effect on job satisfaction, Work motivation has a positive and significant effect on job satisfaction, and Hybrid working, leadership style and motivation together have a positive and significant influence on job satisfaction. [ABSTRACT FROM AUTHOR]

Objective: This article discusses how the effectiveness of remote work has developed and differences in how it is assessed by employees and managers. Two research questions are asked: 1) How do employees assess the impact of remote work tools on various aspects of operation? and 2) How do managers perceive and approach employee attitudes and opinions in this area? Research Design & Methods: Computed-Assisted Web Interviews (CAWI) were conducted with 500 respondents (employees of companies with international capital). The results were then discussed (interviews) with 14 middle and senior managers. Findings: Employees believed the technology and tools available had the most significant positive impact on innovation and organisation. In contrast, aspects related to communication and relationships had the lowest impact. Although manager’s comments related to the effectiveness scores were divided, they did not contradict one another. Implications / Recommendations: Based on the research, an attempt was made to distinguish key variables for managers. They include: work programming (rules, principles, control, KPIs), ensuring autonomy (freedom in organising work and decision-making, ensuring trust), maintaining relationships (including effective communication) and one’s own skills. Contribution: It is important to understand that there are differences in how employees and managers perceive effectiveness and task performance efficiency. Managers’ awareness of their employees’ opinions is vital, as the interviews show. [ABSTRACT FROM AUTHOR]

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 article is a commentary piece on job insecurity, particularly on how qualitative job insecurity should be of great concern to OPs in the current working climate as ambiguity around organisational flexible/hybrid working policy may create job insecurity in employees and cause related negative implications. [ABSTRACT FROM AUTHOR]

During the COVID-19 lockdowns (post-March 2020), the New Zealand Government directed New Zealanders to begin working from home to protect themselves and others from the virus. This article presents findings on how remote working experiences during the COVID-19 pandemic was represented across New Zealand media sources from February 2020 to March 2021. In total, 100 mainstream media sources published in New Zealand were analysed using qualitative thematic analytical techniques assisted by NVivo 12 software. Main themes identified and presented in this article include how media sources presented differentiating perspectives between the benefits and challenges of working from home; the creation of new normal and hybrid working structures; lessons learnt by Human Resources managers and organisational leaders; virtual experiences while working during the pandemic; and variance in the representations of the experiences of diverse sectors of the New Zealand workforce. The findings uncovered a bias in media representations in that the voices of senior organisational leaders, academics, and knowledge workers were prolific, with other voices such as service economy and construction workers being poorly represented. This article has prompted recommendations aimed at the media industry and researchers alike. [ABSTRACT FROM AUTHOR]

This paper explores the impact of teleworking upon the three wellestablished dimensions of sustainability. As far as environment sustainability is concerned, we talk about: the decrease of transportation flows in the private and public transportation operated for bringing the employees to and from their jobs - determining positive effects on decreasing fuel consumption and greenhouse gas emissions; the use of electronic mail instead of printed documents, which determines the significant decrease of paper consumption and implicitly, of carbon print; the regeneration of natural systems etc. The main positive social consequences of the shift towards the new forms of organizing remote working are the following ones: decrease of unemployment among the people from rural areas, disabled persons and other categories of vulnerable persons; encouraging diversity and social inclusion through determining, as part of teleworking, a series of opportunities and fair evolution chances for all employees, irrespective of gender, culture, ethnicity, social environment of origin or degree of vulnerability. Lately and closely connected with these aspects, specialized works have set forth a series of positive correlations among job satisfaction, work-life balance, employees' interest for developing their career and the well-being at work that may be reached through strengthening certain elements of organisational culture displaying features which support performance, minimize stress and determine the efficient management of human resources. In economic terms, teleworking appears to meet a series of important needs of the employees, such as increased flexibility and autonomy in performing their duties at work. Meanwhile, remote working has determined the decrease of the costs employers were required to pay for organizing and maintaining the office space, electrical energy consumption, supplies, thermal power, Internet providing and maintenance of IT equipment, security services, etc. Besides, whenever durable consumption and production models are promoted, economic growth is detached from climate change. [ABSTRACT FROM AUTHOR]

This discussion paper summarises current academic scholarship on work-life balance (WLB). It commences by setting out the context regarding changing a) lives, such as trends in life expectancy, birth rates and mental health, b) changing work, with a focus on changes in hybrid work and 'gig economies' and c) the wider context of the global pandemic, as well as increased focus at work and in the wider society on equality, diversity, inclusion and belonging. This provides the basis for a re-examination of extant definitions of WLB to argue that these insufficiently consider a diversity lens. Genderised norms of the 'ideal worker' and 'ideal work-life balancer' remain in research and practice which need challenging through an intersectional lens. Such an approach, which allows more nuanced understanding of the interplay between demography and personal experience, may provide insight into emergent topics, including the experience of migrants, dual carers, extreme workers and neurodiverse workforces. I conclude with a new context- and diversity-sensitive definition of WLB. This leads me to articulate implications for research, arguing for plurality in approaches. I finally outline implications for firms including WLB as part of corporate strategy and embedded into training and development. [ABSTRACT FROM AUTHOR]