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To Raise Productivity, Let More Employees Work from Home
... However, previous pandemic studies have focused mainly on the productivity of individual employees (e.g., [12], [13], [14], [15]). The COVID-19 pandemic aftermath led the research interest across various disciplines. ...
... A remote work study describes the use of online tools with call centre personnel, e.g., in [14], then geographically distributed software development (GSD) using digital tools to collaborate [28]. Going into individual studies, the study by Neumann et al. [29], for example, reports that the performance of the agile teams in the case organisations of their multiple case studies did not decrease due to remote work. ...
... The studies reported that some individuals who initially expressed interest in WFH in their case company eventually concluded that it was not for them, choosing instead to return to the office of their own volition. These individuals were also some of the poorer WFH performers [14]. Indeed, some individuals may thrive in a more autonomous work environment, while others may have trouble staying disciplined on their own [14]. ...
COVID 19 pandemic has disrupted the global market and workplace landscape. As a response, hybrid work situations have become popular in the software business sector. This way of working has an impact on software companies. This study investigates software companies responses to hybrid working. We conducted a large scale survey to achieve our objective. Our results are based on a qualitative analysis of 124 valid responses. The main result of our study is a taxonomy of software companies impacts on hybrid working at individual, team and organisation levels. We found higher positive responses at individual and organisational levels than negative responses. At the team level, both positive and negative impacts obtained a uniform number of responses. The results indicate that hybrid working became credible with the wave of COVID 19, with 83 positive responses outweighing the 41 negative responses. Software company respondents witnessed better work-life balance, productivity, and efficiency in hybrid working.
... Prior to the COVID-19 pandemic, WFH was relatively rare in practice, [13] in spite of its argued benefits. Much of the grey literature at the time argued against WFH by, e.g., claiming that WFH reduced productivity due to lazy employees [14]. On the contrary, studies at the time associated WFH with increased productivity [14] and cost savings [12], although Bloom [14] highlights that not everyone has the discipline required for remote work, and not everyone even wishes to work remotely in the first place. ...
... Much of the grey literature at the time argued against WFH by, e.g., claiming that WFH reduced productivity due to lazy employees [14]. On the contrary, studies at the time associated WFH with increased productivity [14] and cost savings [12], although Bloom [14] highlights that not everyone has the discipline required for remote work, and not everyone even wishes to work remotely in the first place. However, it should be noted that many of these pre-pandemic studies on WFH were not SE studies and did not focus on software development. ...
... Much of the grey literature at the time argued against WFH by, e.g., claiming that WFH reduced productivity due to lazy employees [14]. On the contrary, studies at the time associated WFH with increased productivity [14] and cost savings [12], although Bloom [14] highlights that not everyone has the discipline required for remote work, and not everyone even wishes to work remotely in the first place. However, it should be noted that many of these pre-pandemic studies on WFH were not SE studies and did not focus on software development. ...
As a result of the COVID-19 pandemic, remote work became commonplace out of necessity, and has since remained widespread. Currently, many organizations offer the possibility of remote work while encouraging occasional on-site presence, leading to the emergence of “hybrid work” or “work-from-anywhere” – a blend of remote and on-site work. Hybrid work is a novel phenomenon that currently concerns the industry, as organizations are still looking for good and best practices related to work modes in the post-pandemic situation. As few studies on hybrid work in the context of Software Engineering (SE) currently exist, we take on an explorative approach to the topic in this paper. Using a qualitative case study approach, we interview 10 software developers to study (a) the factors influencing the work mode choices of software developers, and (b) how remote and on-site work could compliment each other in SE. Our findings highlight factors that influence the work mode choices of developers when they are free to choose their own work modes, in addition to providing some insights into challenges in hybrid work in SE and how to tackle them. Hybrid work can, for example, help tackle some of the issues often associated with fully remote work such as social isolation, but it also results in new challenges such as on-site days feeling unrewarding for developers if the office is largely empty. Our findings build on existing research by providing further insights into the challenges and benefits of the two work modes in hybrid contexts.
... The reasons behind this situation have been debated to stem both from managerial resistance and various personal factors of the employees looking for work from home, such as stress, family situation, lack of suitable workspace at home, or personal characteristics such as lack of discipline while working at home [20], [22]. Indeed, much of the grey and black literature found online before the pandemic would argue against WFH by stating that it, among other things, reduced productivity due to lazy employees [23]. ...
... On the one hand, existing studies have continued to associate WFH with increased productivity [23] and cost savings [20] before the pandemic. On the other hand, these benefits are not necessarily straightforward. ...
... On the other hand, these benefits are not necessarily straightforward. For example, Bloom [23] remarks that an increase in productivity is only seen when it comes to those workers who want to work from home and have the discipline to do so. Not everyone is suited for WFH or even wishes for WFH. ...
The restrictions imposed by the COVID-19 pandemic required software development teams to adapt, being forced to work remotely and adjust the software engineering activities accordingly. In the studies evaluating these effects, a few have assessed the impact on software engineering activities from a broader perspective and after a period of time when teams had time to adjust to the changes. No studies have been found comparing software startups and established companies either. This paper aims to investigate the impacts of COVID-19 on software development activities after one year of the pandemic restrictions, comparing the results between startups and established companies. Our approach was to design a cross-sectional survey and distribute it online among software development companies worldwide. The participants were asked about their perception of COVID-19’s pandemic impact on different software engineering activities: requirements engineering, software architecture, user experience design, software implementation, and software quality assurance. The survey received 170 valid answers from 29 countries, and for all the software engineering activities, we found that most respondents did not observe a significant impact. The results also showed that software startups and established companies were affected differently since, in some activities, we found a negative impact in the former and a positive impact in the latter. Regarding the time spent on each software engineering activity, most of the answers reported no change, but on those that did, the result points to an increase in time. Thus, we cannot find any relation between the change in time of effort and the reported positive or negative impact.
... T he rapid advancement in information and communication technology (ICT), coupled with the mandated quarantines caused by the COVID-19 pandemic, has compelled numerous employees across the globe to engage in part-or fulltime remote work. Thus, working from anywhere (WFA; Bloom, 2014)-a digital-enabled, unconventional form of working requiring flexible yet convoluted job arrangements (e.g., a mix of online and remote work) and agile human resources management (HRM) systems-has been gaining momentum. However, although the Fourth Industrial Revolution made telework and home-based working prevalent for years (DeFilippis et al., 2022;Kwon and Jeon, 2020), many companies, even tech giants like Microsoft, Twitter, and Facebook, did not allow employees to work from home indefinitely and on a large scale, as seen in the modern WFA mode emerging from the pandemic. ...
... However, as indicated by the Microsoft case, the WFA structure may largely complicate the flow and exchange of knowledge among employees in numerous hybrid working modes involving remote and on-site job designs. According to the Microsoft survey results (Bloom, 2014;Choudhury et al., 2019), some employees praised the timeliness and convenience of sharing information simultaneously with numerous colleagues and multitasking in the WFA setting. However, some complained that, during the brainstorming process, some team members turned their cameras off, which could conceal their immediate thoughts and make effective communication difficult. ...
... Paradox of RWT, KS, and KH in career development. Despite news reports that some people-particularly knowledge-creative workers-feel happier and become more productive in the WFA setting (Bloom, 2014), such a hybrid job design also suffers from inherent, built-in disadvantages because of (1) technology limitations (e.g., internet connection issues) that hinder knowledge flows within intranet or other digital-enabled platforms (Adisa et al., 2017) and (2) social isolation from the lack of face-to-face communication and sufficient organizational support (Bell et al., 2017). This implies substantial, somewhat contradictory associations between remote work and knowledge-related behaviors. ...
Digital technology coupled with the quarantines caused by the COVID-19 pandemic has made working from anywhere (WFA)—a modern form of remote working—a widespread phenomenon. Given that WFA brings new career challenges to and engenders paradoxes of knowledge exchange among employees, this research aims to examine how the interactions of remote work time (RWT), knowledge sharing (KS), and knowledge hiding (KH) affect career development (CD) from a culturally grounded paradoxical framing of yin–yang harmonizing. The data were collected from Chinese manufacturing employees, and a moderated hierarchical regression analysis was used to examine the hypotheses. The results show an inverted U-shaped relationship between RWT and CD. The interaction of KS and KH is significantly related to CD, and the inverted U-shaped RWT–CD relationship is moderated by the interaction term, in which RWT exerts the most substantial positive impact on CD when KS is high and KH is low. This study offers valuable implications for coping with perplexing employment relationships and increasing career challenges in volatile work environments. The primary originality is to adopt a novel cognitive frame of yin–yang harmonizing to examine the nonlinear effect of remote working and the symbiotic impact of KS and KH on CD, which not only enriches the understanding of flexible work arrangements in the digital economy but also provides novel insights into the interconnectedness of KS and KH and their interacting effects on HRM-related outcomes.
... Aiming to break the chain of the COVID-19 pandemic, Government of India advised all the organizations to implement a WfH policy for its employees (The Wire, 2020). In traditional HR literature, WfH is bracketed under the ambit of flexible work environment (Bloom, 2014). Aided by smart technology and motivated by the promise of sustainability, WfH has recently gained traction from companies due to varied reasons like economy of time, space and energy (Mas and Pallais, 2017). ...
... However, despite numerous advantages associated with WfH, there have been critics of the policy as well. Many have argued that WfH usually gets translated into "actually not working" (Bloom, 2014). The traditional mental orientation of a manager is that there may be some loss of control, causing reduced work productivity of the employees (Raghuram and Wiesnfeld, 2005). ...
... Clearly, success of the WfH policy is contingent on the manager and the employee. A manager needs to be agile and demonstrate trustworthiness, whereas an employee needs to showcase a higher degree of dedication, discipline and self-control to ensure improved productivity while working from home (Bloom, 2014). Nevertheless, despite several companies having adopted flexible work arrangements for their employees, WfH remains a contested policy (Jones, 2017). ...
Social media platforms like Twitter have become an integral part of daily life. Twitter is emerging as a powerful digital platform for people to express their emotions and opinions on varied events and issues with the world. Working from home during the coronavirus lockdown is one phenomenon that has affected billions across the world, generating intense debates and polarizing global factions. This study aimed to analyze the sentiments of the Indian workforce about their work from home experience imposed during the coronavirus lockdown. To this end, a total 10,400 relevant English language tweets were collected from Twitter. Sentiment analysis and social network analysis were performed on the retrieved tweets. The results indicated that though the sentiments of the tweets were about consistently distributed among the three principal categories (positive, negative and neutral), there was a predominance of positivity towards working from home due to the coronavirus lockdown. Further, social network analysis of the tweets unraveled varied clusters indicating employee’s sentiments towards the pandemic-induced work from home policy.
... Prior to the outbreak, FWP use was increasing at a slow rate, despite advances in technology, changing worker demands, and evolving workplace cultures (Prager et al., 2019). Many organizations and individuals had previously resisted adoption despite the potential for FWPs to benefit workers with improved work-life balance, organizations with higher productivity, communities with reduced congestion (Allen, Golden and Shockley, 2015;Bélanger, Watson-Manheim and Swan, 2013;Bloom et al., 2014;Coenen and Kok, 2014;Greer and Payne, 2014;Kröll and Nüesch, 2017;McNaughton et al., 2014;Shepherd-Banigan et al., 2016;Vilhelmson and Thulin, 2016;Whyman and Petrescu, 2014), and economic systems with greater resilience to disasters and extreme events (Rose, 2007;Walmsley, Rose and Wei, 2020). ...
... Research in the academic literature highlights the numerous benefits of FWP, including: increased flexibility, job satisfaction, and sense of independence among employees; improved efficiency and competitive advantage, especially in the labor market, for organizations; and mutual gains for managers and employees in terms of low absenteeism and productivity, especially with respect to project work (Allen, Golden and Shockley, 2015;Bélanger, Watson-Manheim and Swan, 2013;Bloom et al., 2014;Coenen and Kok, 2014;Greer and Payne, 2014; J o u r n a l P r e -p r o o f ...
... The COVID-19 economic shutdown and the future of flexible workplace practices in the South Bay region of Los Angeles County 11 Kröll and Nüesch, 2017;McNaughton et al., 2014;Shepherd-Banigan et al., 2016;Vilhelmson and Thulin, 2016;Whyman and Petrescu, 2014). FWPs have proven to be effective in randomized control trial experimental studies at improving productivity (Bloom, 2014;Bloom et al., 2014). They increase an individual's quality of life by allowing them to have more control over their schedule and independence with respect to work (Coenen and Kok, 2014;Dockery and Bawa, 2014;Greer and Payne, 2014). ...
The COVID-19 lockdown has increased the use of flexible workplace practices (FWP) especially work from home, demonstrating their importance to the resilience of transportation systems and regional economies. This study compares experiences and perceptions of FWP and related policy interventions before and during the COVID-19 shutdown, using a mixed-methods approach focusing on the South Bay region of Los Angeles County, to inform projections about the use of FWP and policy implications post-COVID. Pre-shutdown surveys and focus groups interviews confirmed that major obstacles to FWP expansion were a combination of managerial and executive resistance, alongside occupational constraints. Pre-shutdown interviews suggested that costs associated with manager training and cultural transition are major concerns for executives. A small sample of follow-up interviews with executives, managers, and staff, conducted during the shutdown period has revealed some of the practical issues with full-time FWP such as work-life balance, childcare, productivity, IT hardware and software, and network connectivity. Although organizations have been forced into flexible arrangements, many are considering continuing to utilize the practices after the pandemic settles down. In terms of policy interventions, pre-COVID participants perceived government subsidies and incentives as the most desirable government programs. However, in a resource-constrained post-COVID world, policy makers might instead focus on training programs and promotional campaigns tied to public health messaging, and the implications of reduced commuting for transportation system design and commercial zoning and land use.
... Ctrip was thinking that it could save money on space and furniture if people worked from home and that the savings would outweigh the productivity hit it would take when employees left the discipline of the office environment. Instead, we found that people working from home completed 13.5% more calls than the staff in the office did-meaning that Ctrip got almost an extra workday a week out of them" (Bloom, 2014). 3) Reduction in Sick Days. ...
... Bloom observed that employees "…quit at half the rate of people in the office-way beyond what we anticipated. And predictably, at-home workers reported much higher job satisfaction" (Bloom, 2014). The Staples Advantage study also reflected higher job satisfaction rates. ...
This paper covers working from home as an employee benefit and looks to gauge the advantages and disadvantages for both employees and employers. The focus is on employees that work from home on behalf of an employer, not self-employed individuals. The article reviews secondary research on working from home. The primary research included in this paper was conducted via anonymous online surveys. Respondents were assured of anonymity, and ranged in their functional roles. The survey included ranking questions, as well as freeform short answer questions. This primary research is not positioned to be statistically representative of all employees and employers. This primary research does reflect a gauge on perspectives on working from home as a job benefit. Ultimately the results suggest that employees hold a very positive perspective on working from home, however, more can be done to help ensure perceptions on workplace promotional opportunities remain consistent for employees that work in an office or for home. Research also suggests that the greatest challenge for managers remains a lack of trust in results from employees they cannot physically see in the same location. Managers will find driving their employees' performance through clearly defined metrics which will improve the trust.
... Furthermore, with the availability of digital collaborative tools for remote collaboration and communication, companies are finding that working from the office is no longer needed and that working from home can be just as efficient and productive (Capgemini, 2020). The availability of digital collaboration tools and digital transformation is the reason why employers and employees are finding it easy to adopt the WFH culture now as compared to when Yahoo had implemented the WFH policy back in the 2000s which turned out to be a big failure for them and led to the company banning the policy in 2013 (Bloom, 2014;Perepu, 2015). ...
... After this, the concept has been seen to grow at a substantial rate over the past years and was seen to be a hot topic among workers, managers, and organizations (Handy and Mokhtarian, 1996). Yahoo had been one of the early adopters of the WFH concept, but the company later decided to ban the concept in 2013 stating that the culture was "Broken/Toxic", later it was found that there may have been other factors like low employee morale due to the constant change in leadership which led to the company's downfall (Bloom, 2014;Perepu, 2015). The lack of digital communication and collaborative tools may have also been the reason for the unsuccessful implementation of the WFH concept at that time. ...
The research is focused on five key factors related to employee behaviour and performance that were positively and negatively affected by the WFH culture, these factors are productivity, well-being, work-life balance, motivation, and stress. The findings revealed that WFH has had an overall positive impact on these five key factors, however, being a female or a parent was seen to negatively affect the performance and behaviour of employees. It was also observed that if there is a lack of training and improper implementation of appropriate policies to support the WFH culture in an organization, it will negatively affect the five key factors which are correlated to employee behaviour and performance. Furthermore, the findings revealed that IT organizations globally post the pandemic were seen adopting different kinds of hybrid work culture models that better suit their organizational needs, this has allowed them to benefit from the advantages that both the WFH culture and conventional office work model have to offer while countering their respective drawbacks. This has especially proved beneficial in terms of countering the key issues pertaining to the WFH culture, namely the virtual collaboration issue, the feeling of disconnect from the organization and the problem in maintaining the company
culture. The chances of a permanent WFH model being adopted by IT organizations were found to be comparatively lower as the drawbacks of such a model could easily be countered by incorporating a hybrid model. With the preferences of employers and employees changing towards hybrid models in the IT sector and with them emphasising that hybrid is the “Future of Work”, it becomes apparent that hybrid work can be considered the next normal in the IT industry.
... It also requires a relatively important emphasis on the individual's level of self-motivation, level of education, communication abilities, and preferences. Moreover, employees are often exposed to a feeling of isolation and disconnection from colleagues, and they may also struggle to switch off from work, leading to burnout [16]. Employers also face different degrees of difficulty in managing remote teams effectively and maintaining the company culture needed to improve productivity and CS. ...
... In the seemingly more turbulent post-pandemic era, organizations have been increasingly interested in developing more sustainable career cultures [13,16]. In the WFX context, work arrangements are redesigned to enhance work-life balance and increase work efficiency. ...
The unprecedented global meltdown resulting from the COVID-19 crisis, exacerbated by the rise of political conflicts between leading world economies, has caused the world to drift into a new paradigm with abrupt changes of traditional modi operandi across the landscape. A significant structural change, “Work-From-Anywhere (WFX)”, though well known for its flexibility and other advantages, constitutes a serious barrier to the socialization and knowledge sharing (KS) needed in organizational management and career sustainability (CS). This study aims to thoroughly investigate how strategic management structures like management “Polychronicity” (MP) can dynamically recalibrate the mediation effects of KS dispositions on the relationship between WFX and CS. Our results reveal that WFX, due to the distancing component, considerably undermines teamwork, accountability, and supervision, promoting individualism and isolation among workers. Moreover, MP moderates the effects of WFX inconsistencies on CS, and this is achieved even better through KS. This paper is a landmark contribution to the literature on WFX and CS, leading the way to the empirical investigation of the WFX–KS–CS mechanism and a quantitative evaluation of the interactive effects among major elements of the social exchange (SE) context.
... Work is now an unbound activity which is to be performed anytime and anywhere (Kurland and Bailyn, 1999). Bloom (2014) states that the people who work from home are more productive. In view of the previous three findings, a new business model has been proposed ( Figure 1). ...
India is home to numerous women who are uneducated, poor but skilled by hands. Several measures are being taken for women centric developments in the society. Yet, many remain un-empowered. This study revolves around the empowerment of such women through a novel business model. The Government's intervention is critical in order to make it a success from financial inclusion as well as customer tapping point of view. The study concludes that the rural women of India can be given a work-from-home opportunity by which they would have extra money to pay for healthy food and, fulfil the bequest motive which is very prevalent in the country.
... Despite these challenges, empirical evidence highlighting the positive effects of WFH has been accumulating. Numerous studies have demonstrated the benefits of WFH, such as positive impacts on physical and psychological well-being (e.g., Afroz and Haque, 2021), productivity (e.g., Antolín et al., 2024;Berinato, 2014), and work-life balance (e.g., Crosbie and Moore, 2004;Irawanto et al., 2021). ...
... However, public and private sector organizations do not take adequate measures to periodically test, analyze, scan, update, maintain and back up computer networks, hardware, software, communication equipment and storage devices. In addition, they are insufficient in training and raising awareness to improve the cyber hygiene of its employees (Bloom, 2014). Therefore, organizations frequently encounter security breaches because of their inability to take, plan and finance cybersecurity measures for remote working. ...
Purpose
The purpose of this paper is to investigate the cyber hygiene practices of remote workers.
Design/methodology/approach
This paper used two instruments: first, the Cyber Hygiene Inventory scale, which measures users’ information and computer security behaviors; second, the Recsem Inventory, developed within this paper’s context, to evaluate the cybersecurity measures adopted by organizations for remote workers. It was conducted on remote workers to examine their information security practices. The instrument was administered to a sample of 442 employees reached via the LinkedIn platform. Analyses were performed with SPSS v26, Python programming language and Seaborn library.
Findings
The findings indicate a significant correlation between the security measures implemented by companies and their employees’ cyber hygiene practices. A sector comparison revealed a significant difference in cyber hygiene levels between public and private sector workers.
Research limitations/implications
This paper aims to provide policymakers with suggestions for enhancing the cyber hygiene of remote workers to facilitate compliance with corporate security protocols.
Originality/value
This paper’s conclusions highlight the importance of companies increasing their cybersecurity investments as remote work becomes more prevalent. This should consider not only corporate-level factors but also employees' information and computer security behaviors.
... The simplicity of processing work in a more peaceful setting is responsible for one-third of the rise in productivity at WFH. Working at an office can be annoying. The fact that persons who work from home put in longer hours overall accounts for the other two-thirds [6]. ...
Compared to the output of the office as a workplace, working from home (WFH) productivity is still under scrutiny by many firms as being illegal. The organizational, societal, and individual factors that affect WFH employees' productivity are examined in this essay. This begs whether digital leadership, performance management, and motivation are reliable indicators of WFH productivity. This essay was developed based on a quantitative study that included 824 first-time home workers as participants. In 32 of Indonesia's 34 provinces, they occupied leadership positions in governmental organizations, state-owned businesses, private businesses, and foreign corporations. SmartPLS version 3 and structural equation modeling were used for the data analysis. The research indicated that employee working motivation and the supervisor's digital leadership skills directly impact WFH productivity. The indirect variables affected performance management. Performance management impacts WFH productivity by bolstering the mediating functions of working motivation and digital leadership.
... A fő ok az volt, hogy nem kellett időt tölteniük a munkába járással. Egy másik ok, hogy otthon nyugodtabbak voltak, és jobban tudtak koncentrálni, mivel kevesebb zavaró tényező vonta el figyelmüket [4]. A teljesítményük alakulását az idő függvényében az alábbi grafikonon szemlélteti: ...
... This depends on the personality, skill level and similar qualities of a person (Baruch, 2000). Nicholas Bloom answered a question raised by Harvard Business Review regarding whether there is anyone who should not WFH by saying "Absolutely, not everybody wants to or is disciplined enough to WFH" (Berinato, 2014, para 11) emphasizing that not every person is suitable for WFH. ...
COVID-19 pandemic affected people in many ways. To prevent the spread of the virus, governments-imposed travel restrictions. This became the main reason for many sectors to adopt work from home (WFH) concept. Although WFH grew prominently with the COVID-19 pandemic, it was already practiced in several sectors even before the pandemic. However, there was lack of evidence regarding the quantity surveyor's practice in WFH. This research therefore attempts to investigate how the quantity surveyors WFH during COVID-19 pandemic and factors that affected the successful functioning of their job. To achieve the aim, a mixed method research approach was undertaken. Initially, a comprehensive literature review was carried out and an interview guideline was developed as the data collection instrument. Subsequently, 30 semi-structured interviews were conducted to collect data. Collected qualitative data was analysed through code-based content analysis using NVivo 10 and quantitative data was analysed by using descriptive statistical analysis. Results shows that nature of job role, personal qualities, technology, organization related factors, gender, homework interface, and economic condition of the country affects the QS's function during WFH. Further, age, location of home, weather condition, job experience and performance of other employees were identified as factors that have a potential to affect QSs during WFH. This research findings can be used to implement WFH concept effectively to optimise quantity surveyor performance in the construction industry by controlling each factor that affects when QSs WFH.
... Since the COVID-19 outbreak, approximately 35% of jobs in Korea have adopted a telecommuting infrastructure [42]. Previous research has suggested that telecommuting leads to increased productivity, reduced work-family conflict [43,44], and decreased employee turnover rates [45]. However, owing to the recent widespread adoption of telecommuting, only a limited number of studies have examined its potential effects on pregnancy. ...
This study aimed to assess factors affecting pregnancy intention among women of reproductive age in Korea. We analyzed data from the Korean National Health and Nutrition Examination Survey (KNHANES), a population-based survey that included 22,731 women aged 15–49. As age was associated with birth year and was found to be a confounding factor in the analysis of participants’ characteristics, we used propensity score matching to assess the characteristics of pregnant women compared with non-pregnant women of the same age and birth year. We also employed the XGBoost machine learning model to identify the most important factors related to pregnancy intentions. Our feature importance analysis showed that weekly working hours were the most significant factor affecting pregnancy intentions. Additionally, we performed cluster analysis and logistic regression models to determine optimal weekly working hours. Cluster analysis identified participants into three distinct groups based on their characteristics, indicating that the group with an average of 34.4±12.9 hours per week had the highest likelihood of becoming pregnant. Logistic regression was used to analyze the odds of pregnancy for every 5-hour increase in weekly working hours. The results of logistic regression indicated that women who worked between 35–45 hours per week had higher odds of pregnancy, with significant odds ratios of 2.009 (95% confidence interval: 1.581–2.547, p < .001) for 40–45 hours per week and 1.450 (95% confidence interval: 1.001–2.040, p < .05) for 35–40 hours per week, compared to women working other hours. In Korea, the standard workweek is typically 40 hours; however, Koreans often work considerably longer hours, with the second-highest number of working hours among OECD countries in 2022. This study suggests that strict monitoring of working hours and expansion of telecommuting for childbearing-age women are important factors in increasing the fertility rate in Korea.
... Organisations must change their strategies and policies accordingly (Hern, 2020), including human resources practices (Choudhury, Larson, & Foroughi, 2019). Work-from-home benefits most as it increases well-being by increasing autonomy (Bathini & Kandathil, 2019;Bloom, 2014;Rupietta & Beckmann, 2018;Wood, Daniels, & Ogbonnaya, 2018). However, many challenges are involved for the employee, like increasing stress (Rom an, Rodríguez, & Jaramillo, 2018) due to constant connectivity (Mellner, 2016) through technology. ...
Abstract
Drawing support from the conservation of resources theory, cognitive appraisal theory and self-determination theory, we investigated the link between remote abusive supervision (RAS) and life satisfaction (LS) through the mediating roles of obsessive work passion (OWP) and work-to-life conflict (WLC). We have also examined the moderating role of ICT usage through the underpinning of self-determination theory. Hypotheses were tested using SEM from 236 adults working-from-home, employed in an Indian ITES company. RAS is found to be negatively related to LS, and OWP and WLC positively mediate the relationship. Additionally, ICT usage moderates between OWP and WLC and LS.
Keywords: Remote abusive supervision; Obsessive work passion; Work-life conflict; ICT usage; Life satisfaction
... Though the direct effect of work hours is discernible, it is important to investigate the moderating role of work hours and job security in influencing WLB. As previous research indicated that flexible work hours enhance productivity [92][93][94], convenient work hours are more likely to increase WLB. Therefore, the authors offer the following exploratory moderated moderated-mediation hypothesis wherein job security (first moderator) and work hours (second moderator) interact with job satisfaction to influence WLB: ...
The current study investigates the relationship between quality of work life (QWL) and work–life balance (WLB) among construction workers in a developing country, India. A multi-layered conceptual model involving collegiality and job security as moderators in the relationships were developed. A survey instrument was used, and data were collected from 592 construction workers from southern India. After checking the psychometric properties of the measures using LISREL 9.30 software for covariance-based structural equation modeling (CB-SEM), a structural model was analyzed using Hayes’s PROCESS macros. The findings indicate the following: (i) QWL is positively associated with (a) WLB and (b) job satisfaction; (ii) job satisfaction positively predicts QWL; and (iii) job satisfaction mediates the relationship between QWL and WLB. The results also support the following: (i) work environment (second moderator) moderates the moderated relationship between QWL and collegiality (first moderator) in influencing job satisfaction; and (ii) work hours (second moderator) moderates the moderated relationship between job satisfaction and job security (first moderator) to influence WLB. The first three-way interaction between QWL, collegiality, and work environment and the second three-way interaction between job satisfaction, job security, and work hours have been investigated for the first time concerning construction workers in a developing country context and make a novel contribution to the advancement of literature on QWL and WLB. Further, this study contributes to the socio-economic well-being of workers and contributes to the sustainable working environment. The implications for theory and practice are discussed.
... Multiple studies showed that it not only increases the productivity of the workforce but also increase the satisfaction levels of the employees and making them less likely to leave. In a given case study Bloom (2014), some employees were switched to remote working and it was noticed that those have completed 13.5% more calls than the staff in office. This increased productivity results in an extra workday per week; besides, it was estimated that for each employee remotely working, the company saved $1900 in only 9 months. ...
The Covid-19 pandemic challenged every business in all sectors around the world, whether it is a private or public, which demanded swift adaptation ensuring the persistence of businesses, industries, or organizations, and maximizing resource utilization. Therefore, different strategies were implemented by different governments and entities to tackle the challenges that accompanied the lockdown situation. This article describes the different tools and processes utilized by the National Space Science Agency (NSSA) of the Kingdom of Bahrain during the pandemic, tackling mainly communication, work culture, and remote project management challenges that severely impacted the nanosatellites development and space applications projects. This article also provides recommendations to have a better workflow to maintain organization sustainability, increase the productivity of the workforce during any pandemic and promote a culture of adaptability in the workplace; while minimizing the risks of the spread of pathogens, thus protecting the business and most importantly employees.
... The WFH experiment at CTrip, China's largest travel agency with 16,000 Chinese employees, resulted in a 13% boost in performance and a lower turnover rate (Bloom et al., 2015). Bloom (2014) states that a recent study indicates that at-home workers were happier, more productive, and less likely to quit their jobs than office workers. Varsami (2022) reveals that most women prefer working from home. ...
The prior studies ignore the reality that homeschooling in Hong Kong is a private education financed entirely by the parents, not the Hong Kong government. A female homeschool educator with a consistent monthly salary provides financial resources to supplement her homeschooling journey, which is essential for homeschooling success. On the other hand, a zero-income female homeschool educator lacks a financial buffer to safeguard her homeschooling journey if unforeseen circumstances occur, such as a breadwinner's job loss, an unanticipated health crisis, or a divorce issue. As a result, such hardships are more likely to send the homeschooling journey into a downward spiral or possibly failure.
A Hong Kong homeschooling study with a business and management focus is critically needed to address the research deficit. This innovative homeschooling-work-life balance research paper fills this knowledge gap.
... The office sometimes presents a lot of distractions to do work. Another two-thirds increase in productivity during WFH occurs because work has more time due to not commuting or home-office trips [29]- [31]. . ...
Covid-19 has caused organizations to implement remote work arrangements as the best alternative to limit the spread of the Corona virus. The ability of employees in utilizing internet and also the ability of supervisors in leading work unit remotely are hypothesized as two major factors on work from home (WFH) productivity. This study uses a survey-based quantitative approach to prove the three developed hypotheses. It about 113 governmental employees who have been involved in this study. Perceptual responses were structured using the Structural Equation Modeling and processed using the SmartPLS version 3.3.9 application. The results explain that personal capability of supervisors in utilizing internet as well as in leading work unit is a pivotal matter which determined work productivity and also development of internet skill of governmental employees.
... The previous research, about 91% of remote workers said that they are more productive if they do their work away from the office because they feel more comfortable and can work independently with the tasks given (Jalagat, R.C. & Jalagat, 2019). Furthermore, workers who work at home are happier and less likely to quit while being more productive than home workers who come to the office (Bloom, 2014). Based on the support of previous research shows that with work from home can increase employee productivity. ...
Work from home or WFH has been implemented since the COVID-19 pandemic. WFH or work from home has actually existed since the past, but it is not used in the COVID-19 situation and is used in normal situations. With the work from home, the system also changed, this system was called Remote worker. This study aims to analyze the description of remote workers experienced by workers. This type of research was qualitative research with phenomenological methods. Data collection methods were used interviews and observation. The data collection technique used was purposive sampling technique. While the data analysis techniques used consisted of preparing the data, reading entire data, coding the data, applying the results of data coding into themes to be analyzed, presenting the themes in narrative form and interpreting the data. The results showed that the four subjects, namely NH, MR, ISF, and LA subjects experienced an increase in motivation in remote workers. Other findings show that while working from home the subject was had good productivity and work resilience. This was influenced by factors within each of them when they decide to work remotely. Based on the results of the study, it can be concluded that through work from home (WFH) remote workers have an increase in motivation. In addition, it was found that remote workers are more productive and have good fighting power. These findings reinforce that remote worker also make workers engaged in work even more engaged.
... Private and public organisations alike are often blamed for cybersecurity breaches due to management's inability to recognize, plan, and fund adequate remote working measures, continuously analyse, scan, test, update and maintain networks and to adequately train employees to recognize and report pretexting cyberattacks, both real and perceived (Bloom, 2014). The difficulty increases therein as employees are now relying on their private networks to gain access to their office network which are not as secure (Ramadan et al., 2021). ...
The Covid-19 pandemic has forced organisations to embrace the largest remote workforce in history, yet this upheaval also brought an increasing number of cyber vulnerabilities to the fore. Organisations must remain committed to not leaving business processes, personal data, or vital infrastructure at risk, which has proved challenging for most. As remote working establishes itself as the new normal, criminals are seeking to capitalize on the widespread cybersecurity uncertainty, and succeeding. Private organisations and cybersecurity professionals must come together to establish robust solutions for home working cybersecurity. This investigation explores several prevalent cyber risks (private networks, public hotspots, remote desktop protocol, authentication policies, virtual private network configuration and phishing attacks) across three key threat classifications of management, technical and human factors when remote working from the perspective of twenty industry experts. These findings offer key insights to emerging vulnerabilities, while also revealing defined strategies for organisations to help mitigate these challenges.
... Prof. Bloom admired the positive influence of WFH as it was not just a short-term boost. However, throughout the period, the demonstration was consistent [30]. ...
Although it is not a new phenomenon, many present employees have not previously encountered it. The Covid-19 outbreak has turned the concept of Work from Home (WFH) into a legally regulated and severely enforced norm, which is now in effect. This idea is vital for developing practical organizational policies and procedures in the future in specific educational sectors pertinent to academics. The effectiveness of an individual's ability to cope with WFH was evaluated using a theoretical framework created to measure productivity. The model was evaluated on individuals from a top-ranking public university in Indonesia, chosen as the target population. A total number of 556 respondents responded to the survey questionnaire. AMOS was used to analyze statistical responses related to job crafting, work stress, organizational support, boredom, work engagement, productivity, and mental health. The structural equation analysis, also known as the SEM, was used for this work's measurement model. The findings revealed that the productive conduct of teaching teachers and staff played a substantial role in the success of the work-from-home situation. Conclusions The findings of this study indicate that the indicators used to measure productive behavior while working from home are accurate. As a result, the hypothesis has been proven correct. The study's ecological implications are explained in the relevant sections of this paper.
... Sebelum adanya wabah atau pandemi ini, para pegawai bekerja di kantor setiap hari namun setelah adanya virus ini, para pegawai diwajibkan bekerja di rumah (Work From Home) yang dituangkan melalui instruksi gubernur atau kepala daerah masingmasing dalam menerapkan PSBB tersebut. Berdasarkan pernyataan (Bloom, 2014) dalam jurnal "To Raise Productivity, Let More Employees Work from Home" pada perusahaan "Chinese Travel Website Ctrip", menyebutkan adanya rasio pegawai di rumah dengan yang aktivitas di kantor. Disebutkan bahwa karyawan yang bekerja dari "rumah" lebih bahgia dan lebih produktif sehingga kecil kemungkian untuk berhenti bekerja. ...
Tujuan dari riset ini adalah mengukur produktivitas kerja yang dipengaruhi oleh Work From Home dan lingkungan kerja selama masa pandemi pada pegawai Pemda Kota Bekasi Dinas Perumahan Kawasan Pemukiman dan Pertanahan. Analisa deskriptif kuantitatif adalah metode yang digunakan pada penelitian ini dengan responden 148 (seratus empat puluh delapan) pegawai pemda Kota Bekasi Dinas Perumahan Kawasan Pemukiman dan Pertanahan. Regresi linier ganda adalah digunakan pada riset ini. Pada hipotesis ini menduga adanya hubungan antar variable bebas yang mempengaruhi variable terikat. Penelitian ini menghasilkan secara parsial baik variable bebas “Work From Home (WFH)” atau X1 maupun “Lingkungan Kerja (X2)”, “berpengaruh terhadap” variable “Produktivitas” pegawai Pemerntah Daerah Kota Bekasi.
... This depends on the personality, skill level and similar qualities of a person (Baruch, 2000). Nicholas Bloom answered a question raised by Harvard Business Review regarding whether there is anyone who should not WFH by saying "Absolutely, not everybody wants to or is disciplined enough to WFH" (Berinato, 2014, para 11) emphasizing that not every person is suitable for WFH. ...
COVID-19 pandemic affected people in many ways. To prevent the spread of the virus, governments-imposed travel restrictions. This became the main reason for many sectors to adopt work from home (WFH) concept. Although WFH grew prominently with the COVID-19 pandemic, it was already practiced in several sectors even before the pandemic. However, there was lack of evidence regarding the quantity surveyor’s practice in WFH. This research therefore attempts to investigate how the quantity surveyors WFH during COVID-19 pandemic and factors that affected the successful functioning of their job. To achieve the aim, a mixed method research approach was undertaken. Initially, a comprehensive literature review was carried out and an interview guideline was developed as the data collection instrument. Subsequently, 30 semi-structured interviews were conducted to collect data. Collected qualitative data was analysed through code-based content analysis using NVivo 10 and quantitative data was analysed by using descriptive statistical analysis. Results shows that nature of job role, personal qualities, technology, organization related factors, gender, home-work interface, and economic condition of the country affects the QS’s function during WFH. Further, age, location of home, weather condition, job experience and performance of other employees were identified as factors that have a potential to affect QSs during WFH. This research findings can be used to implement WFH concept effectively to optimise quantity surveyor performance in the construction industry by controlling each factor that affects when QSs WFH
... First, no employee will be open to support or to any discussion of wellbeing if the context is not regarded as being a safe space. Therefore, mutual trust is the first requirement if quality is not to be compromised (Berinato, 2014). Second, it is important to understand the context of employees, who they are, and how their diverse individual contexts and circumstances differ. ...
There is a proliferation of local and international research focusing on Covid-19 and its impact on teaching and learning practices in higher education. However, there is considerably less focus on the resilience of academics in higher education during the pandemic in South Africa. To consider this gap, a group of curriculum officers at an education faculty based at a university of technology in the Western Cape set out to explore how resilient academics were during Covid-19. Thirteen academics who teach in and across the Foundation, Intermediate, and Further Education and Training phases participated in a focus group interview. Data was analysed thematically using content analysis and three themes were identified: creativity through complexity; embracing challenge through resilience; and connecting with self. The implications reveal that universities as a contextual environment for promoting resilience need to engage with the social and physical ecology of staff by providing support and resources to facilitate resilience during times of crisis. The dominant nature of the hierarchical dynamics of the university's management also needs to be considered as part of a social-ecological perspective in valuing academics' wellbeing during emergencies.
... This can result from poorly organized work or inefficient time management (Deloitte, 2020 June). Then again, in (Timsal and Awais, 2020) it was mentioned that the critics of this coverage additionally have some legitimate arguments as they claim that employees, who are doing business from home, is "truly no longer operating" (Bloom, 2014). Usually, this argument stems from the conventional managerial mindset which fears "the loss of control", i.e., the productivity of employees can't be measured if they are not in direct sight. ...
Innovations in technology have increased the possibilities of working from home (WFH) and the COVID�19 pandemic acts as a catalyst to make this a “new normal”. The purpose of the study is to discuss the pros and cons of work from home and its effects on various personal and professional outcomes. Further, an effort has been made to provide an overview of results across countries and cultures through the review of existing literature. The sources referred include various magazines, newspapers, internet sites, research
papers published in reputed journals, corporate reports available online, etc. The study provides a sound base in prioritizing working from home for a sustainable future for humanity and contributes as a step forward in shaping homework policies by highlighting key areas that require more attention and further research.
... In a work context, previous research suggests that contact with nature improves concentration (Nieuwenhuis et al., 2014), job performance, and satisfaction (Bloom, 2014;Butler, Aasheim, & Williams, 2007), and it can be effective in alleviating the impacts of job stress (Elsadek & Liu, 2021; Nakrošien_ e, Buči unien_ e, & Goštautait_ e, 2019). ...
... Organizations implement WFH policies to give the employees more flexibility in performing work and to increase productivity [80][81][82]. Extant research documented several benefits of WFH, including an improved performance, reduced employee turnover, and increased job satisfaction [24,26,27]. Since the productivity-satisfaction relationship has been well established in the organizational behavior and industrial psychology literature [66,83], it is more likely that WFHP leads to job satisfaction. ...
This study was conducted against the backdrop of the global-pandemic-induced change in work climate resulting in employees working from home (WFH). The current study investigated the relationship between work-from-home productivity (WFHP) and job satisfaction. Using a structured survey instrument, data were collected from 1158 respondents from a developing country, India. After checking the psychometric properties of the measures using the LISREL software of structural equation modeling (SEM), data were analyzed using Hayes’s PROCESS macros. The findings indicate that: (i) WFHP positively predicts (a) job satisfaction and (b) work–life balance (WLB), (ii) WLB positively predicts job satisfaction, and (iii) WLB mediates the relationship between WFHP and job satisfaction. The results also support that (i) work stress moderates the relationship between WFHP and WLB, (ii) work–personal life enhancement (WPLE) (second moderator) moderates the moderated relationship between WFHP and work stress (first moderator) in influencing WLB, (iii) emotional exhaustion moderates the relationship between WLB and job satisfaction, and (iv) WPLE (second moderator) moderates the relationship between WLB and emotional exhaustion (first moderator) in influencing job satisfaction. The first three-way interaction between WFHP, work stress, and WLB and the second three-way interaction between WLB, emotional exhaustion, and job satisfaction have been investigated for the first time, to the best of our knowledge. The conceptual double-layered moderated mediation model is a novel idea, and the results significantly contribute to the literature on WLB and job satisfaction. The implications for theory and practice are discussed. View Full-Text
... No existe consenso respecto de las consecuencias del teletrabajo tanto para las empresas como las personas. Por un lado, se destacan los cambios en la productividad y los menores costos organizacionales que genera (Bloom, 2014;Harker, Martin & McDonell, 2012), el incremento de la autonomía del personal (Di Martino & Wirth, 1990), las posibilidades de integrar perfiles sociodemográficos tradicionalmente excluidos del mercado laboral (Darville et al., 2018;Villegas, 2013) y de conciliar el trabajo remunerado y la vida familiar (De Vries, 2019). Por otro, se relevan problemas relacionados con la calidad y propiedad de las herramientas de trabajo (Montreuil & Lippel, 2003), el desdibujamiento de la jornada y cambios en la carga laboral (Kelliher & Anderson, 2010), la dificultad de ejercer derechos laborales colectivos (Fairweather, 1999), la emergencia de nuevos conflictos en el hogar y la reproducción de roles de género (Boccardo et al., 2020;Mirchandani, 1999;Sullivan & Lewis, 2001). ...
Este artículo describe y analiza el teletrabajo en los servicios públicos durante la pandemia en Chile, utilizando la Encuesta "Trabajar en Tiempos de Pandemia: Trabajadores y Trabajadoras de los Servicios Públicos en Chile (ETPSP)". En específico, se presentan características generales del teletrabajo y su evolución durante el 2020; se analiza la calidad de la infraestructura y herramientas de trabajo disponible; se examina la intensidad y desdibujamiento de la jornada laboral; y, se indaga sobre la desigual distribución del trabajo doméstico y de cuidados no remunerados según género. Además, se reflexiona sobre cómo el teletrabajo altera el marco de relaciones laborales en un sector altamente jerarquizado en su estructura de control. Conocer esta realidad en tiempos de pandemia es fundamental para elaborar mejores políticas públicas y establecer regulaciones que corrijan aquellos efectos perjudiciales que el teletrabajo tiene hoy en los servicios públicos. Sobre todo, considerando que es un imperativo mantener los servicios funcionando, y previendo el papel que tendrá esta fuerza laboral en la construcción del Chile pospandemia.
... Offices becomes distracting places for working. The productivity of work from home is caused by the fact that the people at home worked in the longer hours than at office (Bloom, 2014). ...
The sales reduction of several companies or businesses during the COVID-19 pandemic caused they find other ways to maintain their business, as was done by McDonald's Indonesia by issuing a new BTS meal menu in collaboration with the South Korean boy group BTS. The purpose of this study was to determine the influence of brand ambassador and brand image on purchasing decisions by using case studies of Kpop and non-Kpop fans. This research used a questionnaire to obtain data on brand ambassadors, brand image, and consumer purchasing decisions, then analyzed using Confirmatory Factor Analysis (CFA) and the rotational method of varimax factor analysis. From the result, 64 respondents showed brand ambassadors influenced brand image in BTS meal purchasing decisions by 28.6%, brand ambassadors influenced BTS meal purchasing decisions by 19.4%, brand image influenced BTS meal purchasing decisions by 6.4 %, and brand image can mediate brand ambassadors to influence BTS Meal purchasing decisions. The impact of using BTS as a brand ambassador does not directly affect BTS Meal purchasing decisions but the brand image of McDonald's Indonesia can mediate the brand ambassador to influence BTS Meal purchasing decisions.
... As per Myers-Biggs Type Indicator (MBTI), there are sixteen personalities and two main personalities of them are Extraverted and Introverted with sociable and quite characteristics respectively (Robbins et al. 2014). The Ctrip study has found that WFH is not much convenient and efficient for extraverted personalities (Bloom 2014). ...
This exploratory study investigates the challenges and benefits of the Work-From-Home practice towards the employees' job satisfaction in the Crushing Industry of Sri Lanka. Analyzing the in-depth interview data of randomly selected eight employees of the leading crushing companies of Sri Lanka, and this qualitative study has been followed by a thematic analysis. This study has found that in terms of both the challenges and the benefits, there is a gender gap difference where the majority of female employees are not supportive of the work-from-home practice, as it has caused their job dissatisfaction and the majority of male employees do not have significant impact from the work-from-home practice on their job satisfaction. The findings of this paper have developed a conceptual framework for employees' job satisfaction by identifying key challenges and benefits related to work-from-home practice for future researchers. Therefore, this study assists in evaluating key areas to focus by the employers and the policymakers on developing their organizational procedures, and policies at the organizational and industry level.
The COVID-19 pandemic has had a significant impact on weekly commuting activities through the promotion of remote work, especially from home. This “new normal” has the potential to alleviate the congestion and transportation externalities associated with commuting. In the literature, optimal first-best road pricing has been identified as a complementary strategy for reducing traffic congestion. However, the relationship between optimal road charges and work-from-home (WFH) arrangements is typically considered only with respect to the direct environmental and time costs borne by road users. The indirect effects of WFH on other road users, such as reduced vehicular emissions, time lost in traffic, fuel consumption, and wear-and-tear costs per mile, are often overlooked. This study developed a simple analytical model to analyze the impact of WFH on optimal environmental road pricing, taking into consideration its positive effects on other road users. The results showed that the potential reduction in road charges associated with WFH arrangements was due not only to the direct time and environmental costs imposed on others while in traffic, but also to the corresponding decreases in environmental damage and wear-and-tear costs for other road users resulting from alleviated congestion and traffic density. This study demonstrated that WFH can serve as a policy tool to reduce road congestion and charges, benefiting not only individuals who choose to work remotely but also other road users at the same time. In addition, promoting WFH policies may improve environmental quality and reduce travel time for both remote workers and the wider community.
Digitization, distributed workforces, asynchronous and virtual collaboration, as well as reskilling
and upskilling, were all innovations that were already transforming the workplace when work from
home was accepted during COVID-19. Because people who work from home accept digitization
more quickly than they might have in the previously, COVID-19 has Reduces the period of
digitization gap of many years. Although not all office work can be done from home, many jobs now
have the permanent option of working from home thanks to COVID-19. Work from home
environments foster the development of more digitally enabled operational models, redesigned work
spaces to foster innovation, and improved means of collaboration. While many jobs switched to the
work from home (WFH) mode during the first wave of the Covid-19, it ended up becoming a
"Hybrid" model (working partially from home and office) during the second and third waves. Work
from home now regard as the new normal. Many businesses have begun to accept a new type of
work-from-home arrangement known as a hybrid model as the new normal. Employees at many
companies are willing to accept pay reductions in exchange for accepting hybrid work arrangements.
Employee of Many companies are not ready to return their office on regular basic 6 days in week.
Employees have begun favouring new positions that offer a hybrid work-from-home option during
new job search. Working from home attracts unicorn employees since it reduces their reliance on
their co-workers. While employee preference is a driving factor for more remote working across all
industries, the most likely organisations to boost staff retention are those that have also introduced
health initiatives, home office stipends, and reskilling programmes. According to our statistics, bring
your own device (BYOD) programmes, salary hikes, and the modernization and automation of
digital tools all have a noticeable beneficial influence.
Background: The coronavirus disease 2019 (COVID-19) pandemic has impacted many employees' world by forcing some to remote work while caring for children.
Methods: This study explored the remote working experiences of child caregivers in balancing work and childcare during the South African COVID-19 lockdown period (from 26 March 2020 to 31 December 2020). A qualitative descriptive design was employed to collect data through an online qualitative questionnaire with semi-structured questions. A final sample of 22 participants was included using purposive and snowball sampling.
Results: Findings indicate that White South African employees experienced difficulty balancing work and childcare, which prompted them to use personal and organisational resources to restore work-life balance. These resources included people, spaces and time.
Conclusions: This study provides insight for employers and healthcare workers into how remote workers balance work and childcare and can promote conversations or interventions on improving employee remote work experiences - especially in the unique South African context.
Work-life balance has always beena challenge for all working community
across the countries. India is no exception. At the time of Covid-19 based
pandemic, when people are bound to work from home, it has become more
challenging to make a balance between work activities and personal life.
People are facing many challenges due to this pandemic such as financial,
social, personal, technological etc. The purpose of this paper is to analyses
work-life balance faced by the engineers employed in IT industry while
working from home during the COVID-19 induced work from home system
in the Indian setting.Data was collected from engineers employed in IT
industry across India who were working from home during this pandemic.
Results indicates that both work life and family life of the engineers is
heavily affected due to work from home system. Also, significant difference
is found in the work-life balance of engineers based on some demographic
characteristics.
This research aims to find out the influence of Organizational Culture on employee work productivity.To find out the effect of work discipline on employee work productivity. To find out the effect of Work From Home on employee work productivity.And to find out the influence of Organizational Culture, Work Discipline and Work From Home simultaneously on employee work productivity in the Pu Bina Marga Prov Jatim Office. This type of research is a study that uses quantitative methods.The location of the study this time, researchers took objects at the Pu Bina Marga Prov Jatim Office.The population used in this study was 134 employees, with sampling that is Simple Random Sampling.There were 100 respondents. Data collection using questionnaires. Data analysis using multiple linear regression analysis. The results showed that organizational culture has an effect on employee work productivity.Work discipline affects employee productivity. Work From Home affects employee work productivity and Organizational Culture, Work Discipline and Work From Home simultaneously affect employee work productivity in PU Bina Marga East Java Province
Videoconferencing has become an essential communication tool for employees to engage in virtual meetings with their colleagues and complete work tasks remotely. However, there have been reports of a phenomenon termed videoconference fatigue. Concurrently, there has been an increase in work-family conflict among individuals working from home, due to an imbalance from role demands and expectations between work and family. With the rise of videoconferencing that has come to characterize work-from-home setups, it is important to explore the role videoconferencing plays on work-family conflict. We propose a model where the increase in use of videoconferencing as a result of working from home may lead to higher levels of videoconference fatigue, which will in turn result in greater work-family conflict. An online nationwide survey was conducted in Singapore with 590 respondents to test the proposed hypotheses. Results of serial mediation analyses conducted using PROCESS macro supported all hypotheses and indicated support for serial mediation. Emotional and occupational videoconference fatigue were further found to be significantly related to work-family conflict, whereas physical videoconference was not. Our results suggest that as videoconferencing continues to become the default mode of work-related communication, sustained investigation on its implications on work-family conflict is crucial.
Bu çalışmada, 15 Avrupa ülkesinde 2009-2022 dönemini kapsayan bir panel veri seti kapsamında, uzaktan çalışmanın işgücü piyasasında etkileri incelenmiştir. Çalışma sonuçlarına göre uzaktan çalışmanın, toplam istihdam oranını pozitif etkilediği ve işgücü piyasasında bir başka önemli bir gösterge olan cinsiyete dayalı istihdam açığını azaltıcı etkileri belirlenmiştir. Dolayısıyla, uzaktan çalışmanın ülkelerin istihdam oranında istikrara ve cinsiyete dayalı istihdam açığı kapsamında fırsat eşitliğine katkı sağladığı söylenebilir. Uzaktan çalışma, nitelikli işgücü için bilgi ve iletişim teknolojilerinin yoğun olarak kullanıldığı belirli sektörlerde karma istihdam modellerinin önemli bir kısmını oluşturabilir. Uzaktan çalışma; işsizlikle mücadelede, çalışma saatleri yönünden esnekliğe daha çok ihtiyacı olan ve fırsatlar açısından dezavantajlı durumda olan engelli, genç ve kadın işgücü için istihdam sağlayıcı bir modelin önemli bir parçası olarak kullanılabilir.
This study aims to determine the mediating role of job satisfaction on the effect of work from home on performance during the COVID-19 pandemic for private employees in Mataram City. The research approach used in this research is to use quantitative research methods. This study intends to explain the position of the variables studied and the influence between one variable and another so that the direct and indirect relationship between the variables of WFH, job satisfaction and performance is known. The population in this study is an unknown number of private employees in Mataram City who have done WFH during the covid-19 pandemic. The data collection method used is the survey method. The questionnaire consists of 39 statements distributed to 78 samples, namely private employees who meet predetermined criteria, namely private employees in the city of Mataram, employees who have done WFH during the Covid-19 pandemic and are 19-60 years old. The data analysis technique used path analysis. The results showed that: 1). The WFH variable has a positive and significant effect on performance. 2). The WFH variable has a positive and significant effect on job satisfaction. 3). Job satisfaction variable has a positive and significant effect on performance, and 4). Job satisfaction variable does not mediate the effect of WFH on.
Agile methods have recently been popular by software development teams, with Scrum being the prominent process over the last decade. In Scrum, the Scrum Master serves the developers, the Product Owner, and the organization by coaching, leading, mentoring, planning, removing impediments, etc. Additionally, the Scrum Master is accountable for establishing the developer’s effectiveness. The global pandemic of Covid-19 changed the world unexpectedly in March 2020. Work has mostly shifted to a remote setting, and meetings have mostly transferred to being remote. People have had to adapt to these new circumstances worldwide. This research aimed to explore the changes that Scrum Masters and their teams have had to face during the first year of the Covid-19 period by increasing distributed working and the changes in the Scrum Master’s responsibilities. The results indicate that the most significant change has been decreasing communication with stakeholders and users after working more distributed. Additionally, not meeting socially, as the teams did before, has been a big challenge for the Scrum Teams.KeywordsScrum MasterStakeholder communicationDistributed work
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