No full-text available
To read the full-text of this research,
you can request a copy directly from the authors.
To Raise Productivity, Let More Employees Work from Home
... 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). ...
... 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.
... Another work characteristic that is related to the possibility of FWA is described by Bloom (2014). Bloom (2014) showed one-third increase in performance output because the employees who work from home were in a quieter work environment and that work in the office has more distractions. ...
... Another work characteristic that is related to the possibility of FWA is described by Bloom (2014). Bloom (2014) showed one-third increase in performance output because the employees who work from home were in a quieter work environment and that work in the office has more distractions. (Bloom, 2014) also reports that employees who start working earlier and work longer, contribute to two-third increase in productivity. ...
... Bloom (2014) showed one-third increase in performance output because the employees who work from home were in a quieter work environment and that work in the office has more distractions. (Bloom, 2014) also reports that employees who start working earlier and work longer, contribute to two-third increase in productivity. However, Bloom (2014) emphasizes that the FWA system is not for everyone. ...
... However, studies over the years have produced mixed results on the benefits of WFH. For example, Bloom (2014) reported a one-third productivity increase in a study at Ctrip, a Chinese company that operates a travel website. Reasons listed for productivity increase were quieter environment, employees starting work earlier, taking shorter breaks, working until the end of the day because of no commute and no errands to run during lunch, and reducing sick days. ...
... Clearly, remote work is not for everyone or every company. Research has reported the nonpecuniary benefits of WFH to employees and organizations pre-COVID (e.g., Bloom, Kretschmer, and Van Reenen 2011), and recommended flexibility and policy alignment when implementing WFH policies; for example, allowing employees to selfselect to maintain productivity gain (Bloom 2014;Pathak, Bathini, and Kandathil 2015). The COVID pandemic took the choice and flexibility from both the employers and employees. ...
COVID-19 has led to alternative work arrangements for many organizations. Working from home (WFH) is an example, but it could lead to psychological effects affecting employees’ attitudes and behaviour towards their work. This paper aims to explore the psychological impact of WFH on learning and work engagement. A case study of a multinational training academy was conducted over a 12-month period through telephone and virtual calls, reaching out to a total of 1,318 employees. WFH arrangements can be classified into planned (expected) and unplanned (unexpected). Employees in the planned arrangement coped better due to sufficient psychological preparation than the unplanned group that experienced psychological disorientation with WFH transitions. Despite initial resistance, the planned group gradually accepted the arrangement and was able to regulate their psychological response with a longer-term view of their work. In contrast, the unplanned group reacted with stronger emotion and adopted a transient view of their work. The paper extends the concept of work-life boundaries and learning orientation based on WFH transitions. It also contributes to workplace learning from the job demand-resources perspective in relation to work engagement. This research gives voice to employees working in isolation, helping them reconnect with themselves to navigate through uncertainty from the HRD perspective.
... Numerous studies show a direct connection between teleworking and performance [17,18,39,[41][42][43][44][45]. According to Fujii [44], telework can increase employee productivity, which can be seen as motivation. ...
... According to Fujii [44], telework can increase employee productivity, which can be seen as motivation. Bloom [45] conducted a study on a company and determined that teleworkers in call centers made "13.5% more calls" than their peers at the office, and also the company also saved "USD 1900 per employee for the nine months". ...
The physical distancing measures generated by the COVID-19 pandemic have forced companies to rethink employment patterns and to pay much more attention to the possibility of carrying out work through telework. The expansion of telework, a phenomenon that manifested itself even before the pandemic’s health crisis, has gained a particular momentum, changing how work is carried out. The main purpose of this paper is to study the main macroeconomic effects of the accelerated expansion of telework on the economic performance and the employment structure by the economic sectors of the workforce. Using artificial neural network analysis and structured equation modeling, the study highlights the significant influences of telework on economic performance and speeding up the transition service-based economy. The share of teleworkers has a significantly positive influence on economic performance. Moreover, the employees’ use of computers, mobile devices, and the internet has a strong mediation effect on the relationship between telework and employment in services. Given these considerations, teleworking is a phenomenon that will become a permanent feature of the future.
... 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.
... 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.
... 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.
... All these reflections must obviously be considered in the reasoning on smart working productivity (Bloom, 2014;Angelici & Profeta, 2020;Bao et al, 2020). The topic has been widely studied both in the context of private companies (Bloom, 2015;Morikawa, 2021;Etheridge et al., 2020;Barrero et al., 2021) and of public companies (Battiston, 2021; Kunze et al., 2020;Arkesteijn et al., 2021). ...
In March 2020, in the first months of the emergency caused by the COVID 19 pandemic, the Italian government adopted smart working for companies and public organisations, and it was stated as mandatory by Decree-Law n. 18/2020, with the name of “Agile Working”. In the following months, the adoption of smart working in public firms and public organisations was immediate and massive. Millions of public workers experienced a profound change in their professional and life habits. Smart working was a real shock for its characteristics but represented a unique opportunity for understanding the potential effect of a more sustainable labour organisation, to build a more resilient society. The impact of this work transformation in Public Research Organizations (PROs) should have been less shocking than in other sectors because of researchers’ and technologists’ skills and tasks, but we still know little about the changes that have taken place in terms of productivity. To provide an answer to this question, this chapter presents and describes the results of a survey administrated to researchers and technologists in Italian PROs, aimed at investigating the perception of their productivity with agile working during the pandemic time.
... Research conducted in the 1980s predicted that in the next 30 years most white-collar employees would be working remotely from homes/coffee shops, etc. But according to a 2015 report by the U.S. Bureau of Labour Statistics, only 24% of employed people did some or all their work from home in the year 2015 [9]. Hoteling is a concept where no employee has a fixed work desk; instead, employees would take up an available work desk for a day in the week when they want to come into the office. ...
The onset of COVID-19 in 2019 brought with it a slew of issues at the personal, economic, social, and mental levels. COVID-19 has proven to result in increased stress, loneliness, anxiety, and depression particularly among people already dealing with health issues. While the impact of the virus has been studied extensively, the impact of the one variable of working from home especially in a country like India with a predominantly rigid culture has been missing. Hence, the research focused on understanding the relationship between working from home and stress as well as burnout among full-time employees, particularly in the millennial age band. The research found that there is a strong positive correlation between stress and burnout where an increase in one leads to an increase in the other as well. The research also found that gender differences exist, but this is particularly in stress levels with women reporting that they feel more stressed out than their male counterparts. The research also observed that the working from home experience has been a mixed bag of ups and downs for mist however, 80% of people are still keen on continuing to work from home for at least a part of the workweek even post coronavirus.
... Remote work is a work style that allows professionals to work outside of the confines of a traditional business setting (Bloom, 2014). According to Friedman (2014), remotely working employees or company owners can conduct tasks and achieve their goals from anywhere rather than commuting to an office every day from a specific desk. ...
Small- and medium-sized enterprises (SMEs) play a crucial role within a country’s economy considering that they provide a source of skills and innovation for entrepreneurship and their capacity for introducing, integrating and disseminating new technologies is incomparable. However, the world may be looking at an impending devastating recession delivered by the coronavirus pandemic. As governments intensify restrictions on business to halt the spread of the pandemic, the fear of the virus also reconfigures the very concept of business and the workplace. Therefore, there is a need for a greater focus on digital transformation considering that physical distancing requirements to curb the spread of this virus may become a cultural orientation for businesses and the workplace. A real digital transition is anticipated for small businesses with the 5G network technology. 5G network will not just be a technological connection but will affect different socio-economic sectors and will stimulate innovation in small companies. The goal of this paper was to carry out a literature review on the potential ways small businesses can leverage on 5G network for digital innovation. The paper proposed that small and medium businesses can leverage the 5G Mobile Technology through enhanced interpersonal communication, expanded remote work opportunities, innovative digital tools and supply chain efficiency. Finally, while many individuals and small business owners will profit from 5G technology some will work to undermine it. As a result, companies must keep this in mind when implementing 5G, or other new technology, and adjust their security protocols accordingly to remain secure.
... Telecommuting impacts on organizational performance are less researched by the academy, with the few researches done pointing to positive results (Allen et al., 2015). Bloom's study on a call center show that home office can lead to expressive cost reductions and other benefits to the enterprise, like lower turnover rates and higher productivity (Bloom, 2014). Outside of academics, Global Workplace Analytics compiled information from different studies that supported claims of cost reduction and performance enhancement on firms (Global Workplace Analytics, n.d.). ...
Academia and organizations have interest in soft skills and spirituality at workplace, due to its impact on business performance (Deepa
& Seth, 2013; Dixon et al., 2010; Duchon & Plowman, 2005; Hassan et al., 2013). Literature illustrate the most important skills to have
in the work place with contrasting findings (Matteson et al., 2016). Teleworking was an important topic, but COVID-19 made it
imperative (Dey et al., 2020; Góes et al., 2021; Nguyen & Armoogum, 2021; Yasenov, 2020). The pandemic scenario led employees to
telecommuting, moreover it brought other dimensions of life home as well.
Literature on soft skills, spirituality and teleworking are the basis of this study, aiming to evaluate its importance in current days: not
only teleworking was imposed rather than chosen by employees, but all aspects of life were also brought home. What are the most
important soft skills? Is workplace spirituality perceived as important when teleworking? Which skills gain or lose importance? This
research aims to investigate the importance of inter and intrapersonal skills and the feeling of purpose and belonging, based on
perception of a sample of Brazilian teleworkers on this scenario.
Soft skills are core for success in the workplace (Dean, 2017; Kyllonen, 2013), impacting on business performance (Deepa & Seth,
2013; Dixon et al., 2010; Hassan et al., 2013). Soft skills definition and the most important ones present contrasting findings
(Matteson et al., 2016). Spirituality at workplace impacts on performance, it is related purpose, meaning and connection (Duchon &
Plowman, 2005). COVID-19 increased telework relevance (Dey et al., 2020; Góes et al., 2021; Nguyen & Armoogum, 2021; Yasenov,
2020). Infrastructure and combination with face-to-face is presented (Gorlick, 2020).
The study used an online anonymous survey. The survey was based on an inventory of ten most important soft skills for the workplace
in the perception American executives (Robles, 2012), chosen for comparison. Spirituality at work was added. The survey was sent to a
convenience sample of Brazilian Teleworkers through social media, e-mails and snowballing method. The questionnaire was open from
21/05/2021 to 08/06/2021 and amassed 177 responses. The survey captured the perception on the skills using a five-point Likert scale
and the choice three skills that gained and lost importance.
The study analyzed the importance on soft skills and spirituality on current teleworking scenario. Most important skills: integrity,
responsibility and work ethic, followed by communication, flexibility and teamwork. These finding converge to the literature, self-discipline and communication were expected to be key. Spirituality was not considered important, conversely to the literature. Would
this perception be caused by the feeling of belonging filled by family and friends, merged on personal and professional lives? Or the
scenario is so stressful one cannot think about internal connection?
... In the United States, the proportion of employees who primarily work from home has steadily increased over the past few decades . Previous research regarding WFH policies has raised questions regarding productivity, profitability, and work-life balance (Berinato and Bloom, 2014;. In 2013, then new Yahoo CEO Marissa Mayer controversially banned working from home for Yahoo staff, citing a desire for increased worker productivity and a more communal company culture through co-presence (Goudreau, 2013). ...
The working standard of shared office spaces has evolved in recent years. Due to the ongoing COVID-19 pandemic, many companies have instituted work from home (WFH) policies in accordance with public health guidelines in order to increase social distancing and decrease the spread of COVID-19. As the pandemic and WFH-related policies have continued for more than a year, there has been a rise in people becoming accustomed to the remote environments; however, others are more enthusiastic about returning to in-person work environments, reflecting the desire to restore pre-pandemic environments. As working from home is related to transportation issues such as changing commuting patterns and decreased congestion, motorized trips, and emission, there is a need to explore the extent of public attitudes on this important issue. This study used unique open-source survey data that provides substantial information on this topic. Using an advanced categorical data analysis method known as cluster correspondence analysis, this study identified several key findings. Not having prior WFH experiences, being eager to interact with colleagues, difficulties with adapting to virtual meeting technologies, and challenges with self-discipline while WFH were strongly associated with individuals who refused to continuously WFH at all after the pandemic. Individuals holding a strong view against the seriousness of the COVID-19 pandemic were also largely associated with never choosing WFH during and after the pandemic. For individuals with some prior WFH experiences, the transition to WFH every day in response to the outbreak was much easier, compared to those without prior experiences. Moreover, being forced to WFH during the COVID-19 pandemic positively influences the choice of WFH after the pandemic. The findings of this study will be beneficial to help policymakers and sustainable city planners understand public opinions about WFH.
... Estudios realizados en varias partes del mundo demuestran casos donde la productividad se ha visto favorecida al permitir a los colaboradores realizar sus funciones desde su hogar (Bloom y Liang, 2014;Choudhury et al., 2019). Sin embargo, debe establecerse claramente que los estudios previos a la situación de pandemia y confinamiento, no eran las mismas condiciones de 2020, ya que específicamente, en 2020, las escuelas se encontraban cerradas y los hijos estudiaban desde casas, compartiendo espacio y recursos, con el resto de la familia. ...
The primary aim of this study is to examine working conditions of teleworkers during confinement by studying the dimensions of: who, what, and where the job is performed. Teleworking has been one of the most discussed aspects in relation to the coronavirus pandemic. The approach is quantitative and 813 teleworkers from Chihuahua (México) are surveyed. Data is processed by dispersion analyzes and linear regressions. The results show that the majority of respondents claim to have equal or lower productivity as their jobs are affected by family dynamics and digital skills, which are gender and age biased. It is concluded that despite facing adverse circumstances, teleworking favors most of the teleworkers surveyed.
... Offices become distracting places for working. The productivity of work from home is produced by the fact that citizens worked from home in the extended periods rather than at office (Bloom, 2014). ...
For controlling the negative impact of Covid-19 outbreak, Indonesian government instructs the citizens to work from home. Unfortunately, the productivity of work from home has been questioned. This article is an attempt to elaborate work productivity and the effect of digital skill, digital collaboration, and perceived organizational support (POS) as the drivers. For supporting the arguments, this article has conducted a quantitative study which involved 824 working citizens as the respondents from all over Indonesia. The respondents are mostly the first timers in doing work from home, either in governmental institution or private organizations. The gathered data were structured by PLS SEM and analyzed by SmartPLS application version 3. The result reveals that digital skills play serve as a mediator in the linkage between work productivity and digital collaboration. Digital skills and POS affect directly on work productivity, but digital collaboration impacts indirectly. ABSTRAK Dalam rangka mengendalikan dampak negatif dari wabah Covid-19, pemerintah Indonesia menginstruksikan warganya untuk bekerja dari rumah. Sayangnya, produktivitas bekerja dari rumah masih disangsikan. Artikel ini berupaya untuk membahas produktivitas kerja dan pengaruh dari keterampilan digital, kolaborasi digital, dan perceived organizational support (POS) sebagai faktor-faktor penyebab. Untuk memperkuat argumentasi yang dikembangkan, artikel berisi studi kuantitatif yang melibatkan 824 pegawai dari berbagai wilayah di Indonesia sebagai responden. Responden sebagian besar adalah pegawai yang pertama kali bekerja dari rumah di instansi pemerintah dan organisasi swasta. Data yang dikumpulkan distrukturisasi
... Admittedly, the effects of WFH were not always negative [2][3][4] . Previous research on WFH shows that WFH tends to be characterized by a high degree of flexibility, convenience, autonomy, and productivity [5][6][7][8] , particularly during the COVID-19 pandemic 9) . However, it may also cause a sense of loneliness, exhaustion, and feelings of isolation 10) . ...
The present study investigated the role of job/home resources in the relation between job/home demands and exhaustion, job satisfaction, work-home interference, and home-work interference during the COVID-19 pandemic. We explored the prevalence of job/home demands and resources during the COVID-19 pandemic, and examined whether working at different locations (i.e., working from home or at the office) affects how both job/home demands and resources are associated with employees' health and well-being. An online cross-sectional survey study using self-report questionnaires was carried out among the networks of the International Commission on Occupational Health (ICOH) association (N=153). The findings of this study illustrated that (1) cognitive job demands/resources and emotional home demands/resources were crucial in predicting employee health and well-being; (2) a conceptual match was detected between corresponding demands and resources; (3) subgroup analysis showed that employees were not heavily affected by the different working locations during the pandemic. In conclusion, this study confirms the positive role of job/home resources. We suggest that cultivating specific job/home resources and establishing an appropriate match between specific job/home resources and corresponding job/home demands is necessary to ensure employees' health and well-being in times of a pandemic.
... Effective management of one's home life is strongly related to better performance and productivity while working from home. Work from home facility enables companies to recruit educated and experienced mothers who sought for flexibility in their jobs (Nicholas Bloom, 2014). This improves the quality of their employees. ...
... A survey performed by Stanford professor Nicholas Bloom and published in Harvard Business Review, which conducted on a group of Ctrip service representatives sent home to work remotely and compare them with the other employees working in office. The survey had a surprising conclusion that at-home workers were more productive, happier, and less likely to quit (Bloom, 2014). ...
... Effective management of one's home life is strongly related to better performance and productivity while working from home. Work from home facility enables companies to recruit educated and experienced mothers who sought for flexibility in their jobs (Nicholas Bloom, 2014). This improves the quality of their employees. ...
In this article, this article examines the signs of harmonization on the basis of socio-economic
relations of national and universal values, that each nation does not renounce its historical and
cultural values; the sustainable reality of universal values is analyzed scientifically. From the
subject and the purpose of our research, we can say that socio-economic values are formed
under the influence of globalization, but they do not completely reject the universal norms,
procedures and moral imperatives formed over the centuries. Most importantly, 62% of
respondents acknowledge that business-related activities are supported by the state, which helps
businesses to place value in people's lives. 69% of them believe that such values are in the
interests of national development, and 48% believe that they will strengthen Uzbekistan's
international relations. Thus, the ongoing processes of globalization, economic integration,
cooperation in the world today are accelerating the harmonization of national and universal
values, expanding their functions
... Earlier WFH studies consider WFH being given as an option to the employees (Bloom, 2014), and the employees could choose to opt in for remote working. This choice did not remain viable during the pandemic of COVID-19. ...
The Coronavirus (COVID-19) crisis is changing business models across countries and industries. Although IT-enabled services effectively deployed short-term work-from-home (WFH) solutions to facilitate commerce and omnichannel communication during the pandemic, many are now exploring the viability of a long-term work-at-home (WAH) approach. This short-term vs long-term arrangement for work in the age of digitization represents a strategic conundrum. Using an illustrative case of a real-world contact center GenNext (real name withheld), we discuss a potential approach to address this strategic conundrum based on the Evaporating Cloud (EC). The paper discusses how such an approach enabled GenNext to formulate and analyze the conundrum systematically and develop effective innovative solutions. The paper concludes with implications for the future of work in the digital age.
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
Human Resource management is a herculean task during the worldwide lock down due to the pandemic covid-19. Remote work, though having its own merits, may not be suitable to everyone. This study is aimed at identifying the major factors influencing work from home. This study is also aimed at analysing the relationship between the independent factors well being, disturbance factor and stressors and the dependent factor job satisfaction at work from home. This study is carried out with respondents from IT/ITES sector in Chennai who do work from home due to this pandemic lockdown through a structured questionnaire. The study uses principal component analysis to identify the major factors such as wellbeing, disturbance factors, stressors and job satisfaction. This study also uses ordinal regression to find the relationship between the factors. The findings revealed that job satisfaction during remote work is affected by well being of the employees, disturbance factors at work while working from home and stress factors due to the sudden adoption of remote work.
We propose a method to solve an Availability and Stock Rupture problem considering static and dynamic conditions. Information about failure and repair rates, dependence or independence of the blocks are considered, as well as knowledge about spare stock and Maintainability. The analysis is done, initially, using exponential processes, considering the transient solution by Matlab-Simulink. This analysis allows to evaluate the steady state solution and the main aspects that must be addressed through Discrete Event Simulation. We consider a situation in which it is possible to use two blocks, one in operation and one in the spare stock, with a single repairman. SLA (Service Level Agreement) contracts are common, which the parties involved sign and failure to comply with these contracts may result in a fine. An approach to improve the dimensioning of such systems in terms of their availability and Stock Rupture as close as possible to the real ones.
Background: The aim of this study was to examine the factors predicting the acceptance of COVID 19 vaccines in West Africa, with a focus on Nigeria. Four (4) hypotheses were posed for this study. Methods: This study employed a descriptive method design. The sample size was comprised of 32,224 respondents, all Nigeria citizens. A multistage sampling technique was employed for the survey involving quantitative data. A questionnaire was used as the instrument for data collection. The data collected for this study were analysed using both descriptive and inferential statistics (t-test and ANOVA). Results: The findings of this study revealed that there is a significant difference in COVID-19 vaccine acceptance based on age F (9, 32214) = 812.114, P<0.05, ƞ2=0.1849; based on gender differences t = (32222) = -21.808, P<0.05; based on religion t = (32222) = --75.228, P<0.05; and based on income F (4, 32219) = 740.394, P<0.05, ƞ2=0.084. Conclusion: The findings of this study show that there is a significant relationship between age, gender, religion, income and the acceptance of COVID-19 vaccines in Nigeria. The findings further show that men are more vaccine-hesitant than women; older people find it easier to accept vaccination; Christians are more likely to accept COVID-19 vaccines than people from other religions. It is therefore recommended that religious leaders should be well educated on the health benefit of the COVID-19 vaccination and that the government should put more effort into improving the economy of the country so that the individual income can improve.
19. Remote work, though having its own merits, may not be suitable to everyone. This study is aimed at identifying the major factors influencing work from home. This study is also aimed at analysing the relationship between the independent factors well being, disturbance factor and stressors and the dependent factor job satisfaction at work from home. This study is carried out with respondents from IT/ITES sector in Chennai who do work from home due to this pandemic lockdown through a structured questionnaire. The study uses principal component analysis to identify the major factors such as wellbeing, disturbance factors, stressors and job satisfaction. This study also uses ordinal regression to find the relationship between the factors. The findings revealed that job satisfaction during remote work is affected by well being of the employees, disturbance factors at work while working from home and stress factors due to the sudden adoption of remote work. Keywords: Remote work, work from home, job satisfaction, factor analysis, ordinal regression
Peran Empowering Leadership Dalam Meningkatkan Produktivitas Karyawan Selama Work From Home. Kebijakan Work Fom Home (WFH) di masa pandemi belakangan ini menimbulkan banyak dilema bagi organisasi terkait keberhasilan kinerjanya atau tidak. Penelitian ini bertujuan untuk menganalisis hubungan antara Work from home (WFH) dan Computer-mediated communication (CMC) dengan produktivitas yang didukung dengan pemberdayaan kepemimpinan sebagai mediasi. Sampel penelitian ini adalah 89 responden yang termasuk dalam kelompok pekerja milenial. Pengambilan sampel menggunakan purposive sampling dengan alat analisis SmartPLS 3. Hasil penelitian menunjukkan bahwa kepemimpinan yang memberdayakan mampu memediasi hubungan antara WFH dan CMC dengan meningkatkan produktivitas pekerja milenial. Fleksibilitas yang ditawarkan oleh WFH dan kenyamanan CMC serta dukungan intens dari para pemimpin dapat meningkatkan produktivitas.
Leaders around the world have been thrust into leading remotely, using virtual platforms and other various technologies to communicate and stay engaged with their employees and teams during this current extraordinary global crisis. Previous research supports that leaders share concerns around trust, communication, engagement, and support when leading remotely. Prior research also identifies “people skills” as essential in overcoming these concerns. We propose that emotional intelligence is essential in leading remotely during crisis situations. Thus, the current study explores the relationships between the construct of emotional intelligence and the emotional intelligence composites of self-perception, self-expression, interpersonal relationships, decision-making, and stress management with leader concerns when leading remotely during a time of crisis.
In this paper, we investigate how the COVID-19 epidemic affects the U.S. IT labor market and, accordingly, how organizations choose to hire IT employees in the current situation. Using the second half of 2020 (July December) dataset of 57,847 IT job postings from a large online employment website, we perform descriptive analysis and logistic regression to examine the relationships between pandemic severity and work arrangements (remote vs. on-site), work schedules (part-time vs. full time), and organizational sectors (commercial vs. government vs. non-profit). Our results reveal that the U.S. IT market in the latter half of 2020 is in turbulence, for both part-time and remote job postings. For governments and non-profit organizations (NPOs) such as hospitals and schools, frontline IT support professionals were highly prized, whereas commercial employers, including tech giants, were more interested in growing a remote IT workforce.
ResearchGate has not been able to resolve any references for this publication.