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Working from home or back to the office? - The impact of the recent turbulence on office work
Abstract
THE AIMS OF THE PAPER Previous studies have shown that office spaces are priority areas for research. The shocks of recent years, such as the pandemic, have radically changed the lives of office workers in particular, so researchers consider research related to office spaces increasingly relevant. This research aims to present a systematic literature review (SLR) on the relationship between turbulent times working from home (WFH) during the pandemic and outline the possibility of WFH during the pandemic and that the workers will continue to work in the home office. METHODOLOGY The study uses the method of systematic literature review to achieve the research goal. The process provides an opportunity to transparently collect empirical studies on the given research question. The research took place between 2021-2022, with 54 relevant literature items being included for processing. MOST IMPORTANT RESULTS Our results showed that working from home was and remained an industry-specific option. The competition for talent has intensified in recent years. Employers can get the most out of them, reconstruct their operations and determine what can be monitored remotely. Our results also show that the time, energy and cost of commuting to work are the second most influential motivational factors. In this way, the costs of the employers can also be reduced since they can optimize their office space in connection with the new work organization, thereby reducing their rent and overhead costs. RECOMMENDATIONS The literature review outlined that by adapting and rethinking the experiences during the pandemic, many organizations can organize their work processes more efficiently in the future in accordance with health regulations. Thanks to the shift towards a knowledge-based economy and the spread of Industry 4.0, remote work can be one of the decisive tools for curbing climate change. Acknowledgement: The research project is conducted within the Biomedical Engineering Project of the Thematic Excellence Programme framework. An application for ethical approval for the research methods used in the research "Parameterised comfort in physical spaces" was submitted to the Scientific and Research Ethics Committee of the Health Sciences Council, which granted ethical approval.
... Számos kutatás vizsgálja ezt a kapcsolatot akár a Covid megjelenésével összefüggésben, akár attól függetlenül. Ezek a világjárvány által megváltozott foglalkoztatási trendekre (Poór et al. 2020, Tóth et al. 2021, Dajnoki et al. 2023) vagy új munkaszervezési formákra és ezek hosszútávú alkalmazására (Pató et al. 2022, Grozdics et al. 2023) összpontosítanak vagy a HR generális kihívásának, a munkaerő megtartásnak szűkebb vagy tágabb kérdéskörét vizsgálják (Kozák 2023). A kkv szektor hazai és nemzetközi szakirodalma a nemzetgazdaságokra gyakorolt hatása okán ugyancsak gazdag. ...
... A szervezeti teljesítmény alapját az egyének és a szervezetben működő formális és informális csoportok teljesítményei adják, ezért a munkamorál és a munkaintenzitás a szervezeti teljesítmény szempontjából kulcsfontosságú tényezők (Harter et al. 2002, Lambert et al. 2021, Fülöp 2020. Az elemzés során ezért azt néztük meg, hogy miként változott az ezen tényezőket közvetlenül alakító bérezési-és ösztönzési rendszerek gyakorlata a vizsgált vállalati körben. ...
A TANULMÁNY CÉLJA A mikro-, kis- és középvállalatok egy ország gazdaságában és társadalmában is jelentőséggel bírnak, meghatározó szerepük lehet egy-egy térség gazdasági növekedésében, ezért kiemelten fontos, hogy friss kutatások mentén azonosítani tudjuk azokat a kihívásokat és jelenségeket, amelyekkel szembesülnek. A tanulmány célja, hogy empirikus adatok mentén feltárja az alkalmazottakkal kapcsolatban felmerülő problémákat a Covid előtti és utáni időszakra vonatkozóan és beazonosítsa azokat az emberi erőforrás menedzsment gyakorlatokat, amelyek ezekre megoldásként működhetnek. AZ ALKALMAZOTT MÓDSZERTAN A Mikro-, Kis- és Középvállalati Versenyképességi Kutatócsoport (KKVVKK) 2018 és 2023 közötti primer kkv adatfelvétele képezi az elemzési adatbázist. A 620 magyar kkv Covid kitörése előtti és utáni állapotainak összehasonlítása valósult meg a vállalati méretkategóriák figyelembevételével. Az összehasonlítás függetlenségpróba vizsgálattal történt a kiválasztott kérdések mentén. A LEGFONTOSABB EREDMÉNYEK A kutatás eredményei rámutatnak a Covid előtti és utáni szervezeti foglalkoztatási problémákra, a vizsgált szervezeti körben elsősorban az alacsony alkalmazotti munkamorálra és munkaintenzitásra, amely a Covid óta eltelt időszakban a vállalati vezetők megítélése alapján csak fokozódott. A további azonosított alkalmazotti problémákkal együtt az eredmények rávilágítanak a szervezeti humánpolitika, azon belül is az ösztönzésmenedzsment fontosságára, amelynek egymáshoz horizontálisan illeszkedő, egymást erősítő és kiegészítő elemei (személyzetfejlesztés, bérezés, ösztönzési rendszer) célzott megoldást jelenthetnek a kihívásokra. GYAKORLATI JAVASLATOK A kutatás hozzájárul a hazai mikro-, kis- és középvállalatok alkalmazottakkal kapcsolatban felmerülő problémáinak és az ezekre adott szervezeti humánpolitikai válaszainak pontosabb megértéséhez. Mindezen információk megmutatják a Covid szervezeti foglalkoztatási kihívásokra gyakorolt hatásait és azt, hogy milyen stratégiákat alkalmaznak olyan munkáltatók, akik szervezeti méretükből fakadóan nem feltétlenül rendelkeznek dedikált HR szakemberekkel. Köszönetnyilvánítás: A tanulmány a 2020-1.1.2-PIACI-KFI-2021-00306 számú „Okos Révkalauz HUB” című projekt és az NKFI-135732 sz. „Az innovatív foglalkoztatási formák komplex kutatása - a munkajogi jogalkotás, jogalkalmazás és a vállalati hatékonyság összefüggései” keretében készült.
... Amennyiben elégedettek voltak vele, lehet, hogy a jövőben is szívesen dolgoznának így, vagy egyenesen igényük lesz erre a rugalmas munkavégzési módra. A munkavállalói elégedettség feltárása az otthoni munkavégzési formával kapcsolatban fontos információt nyújt a munkaadóknak, hiszen a tehetségek, vonzásának megtartásának egyik eszköze lehet bizonyos célcsoportoknál a rugalmasság ilyen jellegű biztosítása (Venczel-Szakó 2021, Grozdics et al. 2023). Tanulmányunkban tehát a home office-szal kapcsolatos véleményeket tárjuk fel, a világjárvány alatt és után. ...
A TANULMÁNY CÉLJA Tanulmányunk célja, hogy bemutassa, hogyan változott a munkavállalók home office-szal való elégedettsége a Covid alatt és után. A home office a Covid ideje alatt vált népszerűvé Magyarországon, sokan, akik előtte nem dolgoztak ebben a munkavégzési formában, megtapasztalhatták annak előnyeit és hátrányait. Az is fontos aspektus, ezt hogyan élték meg az emberek a Covid alatt, azonban mivel számos torzító tényező volt jelen ebben az időszakban (betegség, stressz, bizonytalanság, kényszer, gyermekek az otthoni munkavégzés alatt), így érdemes megvizsgálni azt is, hogyan változott az elégedettség a járvány lecsengése után. Főbb kutatási kérdésünk is ehhez kapcsolódik, vagyis hogyan változott a home office megítélése a járvány megszűnését követően. ALKALMAZOTT MÓDSZERTAN Az alkalmazott módszeran online kérdőíves megkérdezés volt. Kutatásunk két részből állt. A vizsgálat során először 600 fő 18-64 éves magyar lakost kérdeztünk meg online kérdőívvel, akiknek minimum három hónap home office tapasztalatuk van. A felmérés első üteme a Covid-járvány 3. hullámának végén, 2021 májusában és júniusában zajlott. A kutatás meghatározott kvóták mentén zajlott. A második kutatási fázis a Covid után, 2022 februárjában és márciusában zajlott. A kutatás során 1000 magyar lakost kérdeztünk meg online kérdőívvel. Az eredmények reprezentatívak a teljes felnőtt, 18-64 éves magyar lakosságra nézve, mind életkor, nem, iskolai végzettség, lakóhely, foglalkoztatási szektor tekintetében. LEGFONTOSABB EREDMÉNYEK A legfontosabb eredmények, újdonságok közé tartozik, hogy a dolgozók home office-szal való elégedettsége (elégedettségi index) csökkent, a pozitív hozzáállás viszont nőtt. A kutatási eredmények egyértelművé teszik, hogy a dolgozók nyitottak a home office lehetőségére, ugyanakkor már nem tekintik jutalomnak, hanem sokkal inkább elvárják ezt a lehetőséget a munkaadójuktól, és magasabb elvárásaik vannak a feltételeket illetően. GYAKORLATI JAVASLATOK Gyakorlati javaslatunk tehát, hogy a fenti eredményeket vegyék figyelembe a kis- és középvállalatok vezetői is, amennyiben van rá lehetőségük, biztosítsanak otthoni munkavégzési lehetőséget dolgozóik számára. Ezáltal még könnyebb a tehetségek megtartása, az új munkaerő megszerzése, a munkavállalói elégedettség növelése.
A TANULMÁNY CÉLJA A vonatkozó kutatások tanulsága alapján a fiatalok más platformokon keresnek állást, az eddigi korcsoportoktól eltérő preferenciák mentén válogatnak az álláshirdetések között. Lényeges tehát annak megismerése és értékelése, hogy milyen lépéseket tesznek a hazai vállalatok a potenciális alkalmazottak toborzása és vonzása érdekében. ALKALMAZOTT MÓDSZERTAN A tanulmány 127 HR szakember és vezető beosztású dolgozó megkérdezésével készített primer felmérés alapján igyekszik feltárni a hazai szervezetek EB (employer branding – munkáltatói márka) és toborzási gyakorlatát. A megkérdezettek elérhetőségi alapon kerültek a mintába, az adatok SPSS statisztikai programmal kerültek kiértékelésre. A leíró statisztika módszerein túl nem-paraméteres próbák és kereszttábla-elemzés történt. LEGFONTOSABB EREDMÉNYEK Toborzás forrásaként az ajánlást (93%), a közösségi médiát (83,5%) és az állásportálokat (78%) jelölték meg legtöbben a megkérdezett vállalatok közül. A legeredményesebb toborzási forrásnak is az ajánlást, az állásportálokat és a közösségi média platformot tartják. Az eredmények továbbá azt mutatják, hogy munkáltatói márkaépítéssel a mintába került cégek fele sem foglalkozik, a 250 fő alatti KKV-knál ez az arány csak 28,5%, emellett a kommunikáció módja, helye és tartalma elmarad az aktuális trendektől. GYAKORLATI JAVASLATOK Nemzetközi tanulmányok szerint a közösségi média a leggyakoribb munkaerő toborzási módszer, a céges karrieroldalak egyre inkább háttérbe szorulnak. Minden azt mutatja, hogy a közösségi médiára toborzási forrásként és az EB kapcsán is érdemes építeni. Mivel a fiatal Z generáció magasabbra értékeli a nem gazdasági előnyökkel kapcsolatos információkat, így tartalmilag a karriert, a szakmai fejlődési lehetőséget, valamint a munka-magánélet egyensúly támogatását (beleértve a rugalmas munkavégzés lehetőségét hely és idő tekintetében is) érdemes hangsúlyozniuk.
A TANULMÁNY CÉLJA A nemzetközi szakirodalomban számos helyen azonosítható egyfajta aggodalom a munkaerőpiacra belépő fiatal munkavállalók feladatokhoz való hozzáállásával kapcsolatban. Kutatásunkkal azt kívánjuk feltárni, hogy a munkával kapcsolatban kialakuló attitűd a magyar munkavállalók körében mennyire különül el élesen a fiatalok és az idősebbek korcsoportja között, valamint melyek azok a legfontosabb magyarázó változók, amelyek hatással lehetnek a magas vagy az alacsony szintű munkamorálhoz. ALKALMAZOTT MÓDSZERTAN Kérdőíves felmérésünk során 150 olyan munkavállalót kérdeztünk meg, akik életkor szerinti csoportosításban statisztikailag jól mérhető homogén csoportokat alkotnak. Likert-skálán mért kevert állításokkal vizsgáltuk a munkához kapcsolódó – modellünk szerinti – közvetlen faktorokokat: elégedettség, javadalmazás, elkötelezettség, munkakörülmények. A kutatási kérdések vizsgálatához és a hipotézisek teszteléséhez többváltozós statisztikai eljárásokat, korrespondencia-elemzést alkalmaztunk. LEGFONTOSABB EREDMÉNYEK A mintánkon elvégzett számítások alapján nem mutatható ki az egyes korcsoportok között feltételezett munkaattitűdbeli eltérés. Nem igaz tehát az a sztereotípia, miszerint a fiatalok rosszabb munkamorállal rendelkeznének, hiszen a fiatalabb és idősebb korcsoportok között nem azonosítható szignifikáns eltérés e tekintetben. A munkához való hozzáállást elsősorban a munkával való elégedettség befolyásolja, amelyet az elkötelezettség, a bérezés és a munkakörülmények követnek. GYAKORLATI JAVASLATOK A gyakorlati szakembereknek, vezetőknek és HR szakértőknek fontos lenne azt kommunikálni az idősebb alkalmazottak felé, hogy ne motiválatlan, érdektelen kollégaként tekintsenek a munkaerőpiacra belépő fiatalokra, hanem olyan partnerre, akikkel érdemes együtt dolgozni, hiszen közöttük is számottevően akadnak olyan jó hozzáállással rendelkezők, mint az idősebb korosztályban. A magyar munkaerőpiacon (részben demográfiai okokból) kiélesedő generációs súrlódások és konfliktusok egyik eredője a fiatalokról és az idősekről élő – gyakran hibás – gondolkodásmódban gyökerezik. Ezeket érdemes képzések, tréningek, kommunikáció, tájékoztatás révén, valamint alapvető értékek formálása útján tisztázni.
Introduction
Organizational digitalization is a phenomenon that is becoming more widespread and holistic; that is responsible for more employees being affected by digital work and working from home. While introducing remote work offers numerous economic benefits for organizations, this transition must be aligned with employees' needs rather than in an authoritarian manner. Our research aimed to investigate how sub-factors of technostress, directly and indirectly, influence the satisfaction and desire to work from home.
Methods
We conducted a cross-sectional survey with a sample of 361 office workers with at least two years of experience who have spent some time working from home. We checked our hypotheses with a path model.
Results
Our research found that techno-insecurity and techno-complexity have a minimal direct influence on the desire to work from home. However, the desire to work from home significantly decreases through various mediation pathways via the status sub-factor (which can be seen as one of the latent benefits of remote work) and through satisfaction with working from home. Our model explains 33.7% of the variance in the desire to work from home.
Discussion
This suggests that leaders have a task of great significance: to decrease the technostress employees are exposed to and to draw the attention of researchers to the fact that technostress has more complex indirect effects than previously assumed.
This research article aims to explore how employees are coping with working from home and provides practical suggestions for employers and managers adapting to the “new normal”. The main contribution of this research lies in the comprehensive integration of various aspects of managing a home office into four strategies, surpassing the findings of prior studies that focused on specific areas. This was achieved through a qualitative descriptive approach. Through semi-structured interviews with employees in the Czech Republic during the COVID-19 pandemic, four distinct employee types (“Working from Home is Not for Me”, “Yin and Yang”, “Holiday with Emergency”, and “Chameleon”) were identified based on their adaptation strategies. These strategies encompass aspects like time management, self- and family management, setting boundaries, task management, stress reduction, and adherence to rules. The article concludes by offering suggestions for more effective collaboration and employee management, taking into consideration their approach to remote work.
Tanulmányunk célja nyomon követni, hogy milyen változásokkal reagál a hazai vállalati/intézményi szféra emberi erőforrás menedzselési gyakorlata a koronavírus okozta válság kihívásaira. ALKALMAZOTT MÓDSZERTAN Vizsgálatainkat 262, Magyarországi székhellyel rendelkező szervezet HR vezetőinek körében végeztük. A kérdőíves felmérés keretében vizsgáltuk a koronavírus járvány által okozott gazdasági hatásokra adott szervezeti válaszokat. Az adatok értékelésére SPSS programcsomagot használtunk, a háttérváltozók és az egyes válaszok közötti összefüggések kimutatása érdekében kereszttábla elemzést végeztünk, míg a válto-zók közötti összefüggések statisztikai szignifikanciájának mérésére Pearson-féle Khi négyzet (χ2) próbát végeztünk, ezen kívül a kereszttáblás elemzés során megvizsgáltuk a Crammer-féle együtthatót.. LEGFONTOSABB EREDMÉNYEK A Covid-19 helyzet a gazdasági élet szereplőitől folyamatos alkalmazkodást, és sok esetben komoly vál-toztatásokat kívánt. Érdemes azonban rálátni arra is, hogy a válság nemcsak negatív, de pozitív fejlődési lehetőségeket is hordozott a vállalatok számára. Így a pandémia a válaszadó szervezetek esetén potenci-álisan fejlődő területekként jelent meg, a létszámtervezés, toborzási, kiválasztási rendszerek fejlesztése, home office, szociális, mentális támogatás, munkavédelem, belső kommunikáció területén. Ezt igazolták a kutatási eredményeink is, ahol a megkérdezett vállalkozások és intézmények több, mint egyharmada a válságra lehetőségként tekint és mindössze 7,5%-uk utasította el teljesen ezt a megközelítést. A koronavírus járvány további pozitív hozadékaként-kihasználható lehetőségként-említhetjük azt is, hogy megmutatta a vizsgált szervezetek számára azokat a kritikus HR pontokat, amelyek erősítést igényelnek. A járvány az alábbi fejlesztendő területekre hívta fel a figyelmet: belső kommunikáció fejlesztése, képzés, munkavállalói jólét átalakítása. GYAKORLATI JAVASLATOK A kutatás eredményei hozzájárulnak a stratégiai döntések megtervezéséhez, a kiválasztási, toborzási mód-szerek meghatározásához. Eredményeink támpontot, kiindulási alapot jelenthetnek a gyakorló HR szakem-bereknek (dolgozzanak akár for-profit, akár a non-profit szervezeteknél) a jövő HR szakembereit képzők-nek, és a terület kutatóinak is
A cikk a távmunkában, „home office” formában foglalkoztatottak szervezeti kommunikációba integrálódásával foglalkozik. A tanulmány egy 2019-ben indított kutatás első fázisának eredményeire épül. A szerzők azt vizsgálják, hogy azok a munkavállalók, akik munkaidejüknek kevesebb, mint 50%-át töltik az őket foglalkoztató vállalat telephelyén, hogyan és milyen mértékben kapcsolódnak be a vállalat formális és informális intern kommunikációjába. A 24 munkavállalói és vezetői interjú értékelése ennek – a jövőben Magyarországon is várhatóan egyre inkább terjedő – foglalkoztatási módnak hazai jellemzőire irányítja a munkáltatók és a munkavállalók figyelmét. Fény derül az infokommunikációs eszközök szerepére, a közvetlen személyközi kommunikáció átalakulására, a munkavállalók részvételére a vállalat eseményeiben és munkahelyi kapcsolataik alakulására.
Purpose
The purpose of this article is to demonstrate a conceptual framework on employee development, organizational performances and retention of Generation-Z employees in the new normal environment beyond the COVID-19 pandemic.
Design/methodology/approach
With referring to the present literature and utilizing social-exchange and human needs approach, from this study, the authors illustrate a conceptual framework with democratize learning, reverse mentoring and intrepreneurship as key modifications for employee development perspective to retain Generation-Z employees and enhance organizational performance to secure the competitiveness.
Findings
Democratize learning, reverse mentoring and intrapreneurship have a significant potential impact on enhancing Generation-Z employees' development which may effect on attaining better organizational performance and employee retention. In addition, organizational performance may have a moderating effect on employee intention to stay longer.
Research limitations/implications
The proposed conceptual framework would be empirically validated in future research.
Practical implications
Based on the framework, the authors suggest approaches for Generation-Z specific retention strategies on upgrading the employee development subcategory under human resource function in terms of minimizing the disadvantages that are associated with the work from home concept in a post-COVID-19 pandemic era.
Originality/value
One of the very first studies to propose a holistic framework on employee development that subsequently impact on retaining Generation-Z employees in a pandemic situation. This article enriches the human resource management literature by explaining the novel moderating relationship that articulated from organizational performance to employee retention and focussing on Generation-Z employees (younger generation employees).
As the COVID-19 pandemic causes a record number of people to work from home, this disruptive event will likely have a long-lasting impact on work arrangements. Given existing research on the effects of working from home on hours worked and wages, an increased availability of working from home may provide a chance for women to catch up with their male counterparts. Yet, the need to simultaneously care for children during the COVID-19 lockdown may also revive traditional gender roles, potentially counteracting such gains. We discuss the likely effects of the COVID-19 pandemic on gender gaps in the labour market and at home in light of recent empirical findings and novel statistics on the heterogeneous structure of work arrangements among couples. We construct a novel teleworkability index that differentiates between fully teleworkable, partly teleworkable and on-site jobs and find that in about a third of households the COVID-19 shock is likely to induce shifts in the intra-household allocation of tasks from mothers to fathers.
Significance
Drawing on a survey of more than 5,800 small businesses, this paper provides insight into the economic impact of coronavirus 2019 (COVID-19) on small businesses. The results shed light on both the financial fragility of many small businesses, and the significant impact COVID-19 had on these businesses in the weeks after the COVID-19–related disruptions began. The results also provide evidence on businesses’ expectations about the longer-term impact of COVID-19, as well as their perceptions of relief programs offered by the government.
Millions of workers have been uprooted by COVID-19 (coronavirus disease 2019) and been thrown into a “new normal” of working from home offices. To further complicate things, many individuals were provided with only a laptop and little, if any, education on setting up an ergonomically correct workstation. As a result, many home office–based workers potentially face suboptimal working conditions. Based on 41 home office ergonomic evaluations, most ergonomic concerns related to laptop usage, nonadjustable chairs without armrests, low monitor heights, and hard desk surfaces. If home-based office work continues, people need to understand the ramifications of poor workstation.
Industry 4.0 describes a phenomenon which augments business models and also communication channels in commercial enterprises. This paper analyses scientific publications related to the business model changes driven by Industry 4.0, and also digital internal communication channels used to reduce risks in the process. The paper is based upon a systematic review of scientific publications and evaluation by experts. The research revealed a gap between internal communication through digital channels and the change process in Industry 4.0-driven business models. Each channel has its mission and contributes to reducing risk during the change process. Since there is no universal digital channel for internal communication, different digital communication channels are efficient at different stages of change. The paper makes recommendations for enterprises, related to the effectiveness of digital communication channels during the business model transformation. It further contributes to existing knowledge by expanding the change process model and aligning the change process with features of digital communication channels. The research focused on the manufacturing sector, exploring digital communication channels used to reduce risk during the change process, which is a limitation of this study, along with assumption of a basic level of digital competences in the enterprise.
We show the relevance of extant international business (IB) research, and more specifically work on international human resources management (IHRM), to address COVID-19 pandemic challenges. Decision-makers in multinational enterprises have undertaken various types of actions to alleviate the impacts of the pandemic. In most cases these actions relate in some way to managing distance and to rethinking boundaries, whether at the macro- or firm-levels. Managing distance and rethinking boundaries have been the primary focus of much IB research since the IB field was established as a legitimate area of academic inquiry. The pandemic has led to increased cross-border distance problems (e.g., as the result of travel bans and reduced international mobility), and often also to new intra-firm distancing challenges imposed upon previously co-located employees. Prior IHRM research has highlighted the difficulties presented by distance, in terms of employee selection, training, support, health and safety, as well as leadership and virtual collaboration. Much of this thinking is applicable to solve pandemic-related distance challenges. The present, extreme cases of requisite physical distancing need not imply equivalent increases in psychological distance, and also offer firms some insight into the unanticipated benefits of a virtual workforce – a type of workforce that, quite possibly, will influence the ‘new normal’ of the post-COVID world. Extant IHRM research does offer actionable insight for today, but outstanding knowledge gaps remain. Looking ahead, we offer three domains for future IHRM research: managing under uncertainty, facilitating international and even global work, and redefining organizational performance.
Purpose
Cloud computing is a major enabling technology for Industry 4.0 and the Big Data era. However, cloud-based firms, who establish their businesses on cloud platforms, have received scant attention in the extant operations management (OM) literature. To narrow this gap, the purpose of this paper is to investigate cloud-based firms from an operations strategy perspective.
Design/methodology/approach
A two-phase multi-method approach was adopted. In the first phase, content analysis of 27 reports from cloud-based firms was conducted, aided by text mining keyword extraction. Two data-related operations capabilities were identified and hypotheses were posited regarding the relationships between data resources (DR), operations capabilities and firm growth (FG). In the second phase, a sample of 190 cloud-based firms was collected. Seemingly unrelated regression and bootstrapping method were employed to test the proposed hypotheses using the survey data.
Findings
The content analysis indicates data as a key resource and both data processing capability and data transformational capability as critical operations capabilities of cloud-based firms. FG is regarded as a top priority in the cloud context. The regression results indicate that DR and the two capabilities contribute to the growth of cloud-based firms. Moreover, a follow-up bootstrapping analysis reveals that the mediating effects of the two capabilities vary between different types of FG.
Originality/value
To the authors’ best knowledge, this is one of the first OM studies on cloud-based firms. This study extends the operations strategy literature by identifying and testing the key operations capabilities and priorities of cloud-based firms. It also provides insightful implications for industrial practitioners.
Post-occupancy evaluation (POE) is a process of evaluating the performance of a building after it has been occupied for at least several years. The authors conducted a comprehensive and critical review to provide a both qualitative and quantitative introduction of POE, including a brief introduction of the history, definition and benefits of POE, a statistical analysis of 146 POE projects since 2010, a comparison of 16 existing POE protocols, a summary of emerging research focuses, and potential future research areas. The 146 POE projects were analyzed in terms of building types, countries, purposes, methods used, and key findings. The review of 16 POE protocols show the state-of-the-practice POE techniques. Apart from POE projects, the authors present emerging research topics related to the visualization of POE results, analyses of occupant survey database, and measurement of occupancy. Finally, the discussion summarizes the current condition of POE research and proposes five transitions that POE efforts should pursue: from one-off to continuing, from high-level to detailed, from researchers-oriented to owners/occupants-oriented, from academia to industry, and from independent to integrated. This paper provides a thorough introduction of POE to the beginners in this area, as well as informing more seasoned investigators about the trends, gaps, and potential future directions in POE research.
As the Industry 4.0 takes shape, human operators experience an increased complexity of their daily tasks: they are required to be highly flexible and to demonstrate adaptive capabilities in a very dynamic working environment. It calls for tools and approaches that could be easily embedded into everyday practices and able to combine complex methodologies with high usability requirements. In this perspective, the proposed research work is focused on the design and development of a practical solution, called Sophos-MS, able to integrate augmented reality contents and intelligent tutoring systems with cutting-edge fruition technologies for operators’ support in complex man-machine interactions. After establishing a reference methodological framework for the smart operator concept within the Industry 4.0 paradigm, the proposed solution is presented, along with its functional and non-function requirements. Such requirements are fulfilled through a structured design strategy whose main outcomes include a multi-layered modular solution, Sophos-MS, that relies on Augmented Reality contents and on an intelligent personal digital assistant with vocal interaction capabilities. The proposed approach has been deployed and its training potentials have been investigated with field experiments. The experimental campaign results have been firstly checked to ensure their statistical relevance and then analytically assessed in order to show that the proposed solution has a real impact on operators’ learning curves and can make the difference between who uses it and who does not.
Urban areas play a key role in the development of European territories, and it is essential for them to be sustainable and efficient. However, the European cities are facing some challenges related to certain trends that are threatening their sustainable development and operational efficiency. In this paper, we compare the contribution of three policy measures-cordon toll accompanied by public transport improvements, teleworking and re-densification-to address different city challenges. The policy assessment requires a long term simulation tool, i.e., the MARS (Metropolitan Activity Relocation Simulator) model, which is able to consider interactions between land use and transport systems. The simulations of the different policy scenarios were carried out for the case of Madrid in the period 2012-2031. The contribution of the policy measures to address the city challenges was measured through different indicators. The results indicated that the three policy measures contributed to the time efficiency challenge, by saving time for the commute, reducing congestion and improving the traffic flows at peak hours. The most effective policy in this regard is the teleworking measure. Another challenge addressed by the three policies was the accessibility to PT. The three policy scenarios, when simulated, showed higher PT use, especially the cordon toll scenario. However, the only policy that really contributed to the energy, emissions and pollution city challenges was the re-densification measure, which reduced travel distances and encouraged a mobility that relies more on PT and slow modes.
This introduction has become a reflection on a two-year debate during the e-HRM and HRIS conferences and therefore echoes the latest discussions about e-HRM research and its role within organizations from both HR- and IT-centred studies. We view e-HRM as an umbrella term covering the integration of HRM and IT, aimed at creating value for targeted employees and managers. This editorial discusses key issues and new challenges in e-HRM research.
When the crisis broke out in October 2008, the economies of Bulgaria, Hungary, Romania and Slovakia were in different situations, but the governments of these countries took very similar action to eliminate the negative impacts. It is extremely important to know how their companies reacted to the crisis, and our study aims to uncover what actions companies from the selected four countries plan to take concerning the field of human resource management in the present financial and economic crisis. With a brief review of the literature we demonstrate the role of Human Resources in this critical period before presenting the findings of our empirical research conducted from November 2008 to February 2009.
This article explores the relationship between work–family roles and boundaries, and gender, among home-based teleworkers and their families. Previous literature suggests two alternative models of the implications of home-based work for gendered experiences of work and family: the new opportunities for flexibility model and the exploitation model. Drawing on the findings of a qualitative study of home-based workers and their co-residents, we argue that these models are not mutually exclusive. We explore the gendered processes whereby teleworking can simultaneously enhance work–life balance while perpetuating traditional work and family roles.
Telework has inspired research in disciplines ranging from transportation and urban planning to ethics, law, sociology, and organizational studies. In our review of this literature, we seek answers to three questions: who participates in telework, why they do, and what happens when they do? Who teleworks remains elusive, but research suggests that male professionals and female clerical workers predominate. Notably, work-related factors like managers' willingness are most predictive of which employees will telework. Employees' motivations for teleworking are also unclear, as commonly perceived reasons such as commute reduction and family obligations do not appear instrumental. On the firms' side, managers' reluctance, forged by concerns about cost and control and bolstered by little perceived need, inhibits the creation of telework programmes. As for outcomes, little clear evidence exists that telework increases job satisfaction and productivity, as it is often asserted to do. We suggest three steps for future research may provide richer insights: consider group and organizational level impacts to understand who telework affects, reconsider why people telework, and emphasize theory-building and links to existing organizational theories. We conclude with lessons learned from the telework literature that may be relevant to research on new work forms and workplaces. Copyright © 2002 John Wiley & Sons, Ltd.
The coronavirus pandemic has posed significant challenges to the economy within a short period. The paper deals with the relationship between the pandemic and HR management, the labour market consequences of the epidemic, and draws parallels between the current situation and the 2008–2009 downturn regarding crisis management. The paper focuses on the authors' field research, in which the effects of the pandemic on HR are analysed from three perspectives, thereby helping Hungarian managers and HR employees in the processes mentioned above. Three specific topics are addressed in this paper: first, we review international management and HR experiences related to the pandemic, and then we do the same for those in Hungary. These reviews are followed by our own empirical research on the topic. During the first wave of the pandemic, organizational behaviour was rather dominated by pessimism; however, it was also found that solutions previously considered to be impossible by management (e.g. home office, currently used across the globe) also became widespread.
A TANULMÁNY CÉLJA A tanulmány fókuszában a COVID19 járvány home office-ra (HO) való hatásának vizsgálata áll, 2020. március és december közötti időszakra vonatkozóan a Z generációs munkavállalók szempontjából 3 régió tekintetében. Pilot kutatásunk célja feltárni a 1) HO alatt érzékelt teljesítménnyel kapcsolatos tényezők közötti kapcsolatot, 2) HO munkavégzéshez kapcsolódó munkavállalói előnyök és hátrányok TOP5 listájában mutatkozó eltéréseket földrajzi elhelyezkedés tekintetében, 3) munkavállalók HO-al kapcsolatos vélekedését földrajzi elhelyezkedés, végzettség és az elrendelt HO alkalmak száma alapján. ALKALMAZOTT MÓDSZERTAN Pilot kutatásunk alapját egy, a 2021. februárjában végzett, kérdőíves felmérés adta, amellyel 3 régió 1-1 kiválasztott megyeszékhelynél (Budapest, Pécs, Székesfehérvár) 118 Z generációs munkavállalónak, a fenti időszakra vonatkozó HO tapasztalatait vizsgáltuk. Az adatokon kereszttábla és szentimentelemzés mellett, TOP5 sorrend kialakítását és összehasonlítását is elvégeztük. LEGFONTOSABB EREDMÉNYEK A pilot kutatás során kapcsolat fedezhető fel a Z generációs munkavállalóknak a HO időszaka alatt érzékelt teljesítményhez köthető bizonyos tényezők között. A HO TOP5 előnyei tekintetében nem, hátrányai kapcsán viszont jelentősebb különbség látható a régiók összehasonlításában. Leginkább Székesfehérváron és Pécsett vélekednek pozitívan a HO-ról, akik érettségivel rendelkeznek, és akiknél csak egyszer rendelték el a HO-t. Negatívan a budapestiek, BSc vagy MSc végzettséggel rendelkezők és a több alkalommal HO-ban dolgozók viszonyultak a HO-hoz. GYAKORLATI JAVASLATOK Pilot kutatásként az eredmények hozzájárulhatnak a Z generációs munkavállalók HO alatti viselkedésének további vizsgálatához és jobb megértéséhez, azonban még korlátozottan alkalmasak messzemenő következtetések levonására. További kutatási irányként a jövőben, a minta elemszámát érdemes lenne növelni a kutatásnak más régiókra való kiterjesztésével, valamint összehasonlítani a Z generációs munkavállalókra vonatkozó eredményeket más generációkkal (pl. Y generáció).
COVID-19 outbreak has implied significant changes in the way service organizations work, affecting employees’ routine and activities. At the same time, the advent of Industry 4.0 (I4.0) introduced new technologies that might facilitate such activities, mitigating the COVID-19’s implications. The objective of this research is two-fold. First, we aim at examining the impact of COVID-19’s work implications on employees’ performance (i.e. output quality and delivery). Second, we seek to verify the moderating role of I4.0 base technologies on this relationship. We surveyed 106 employees of different service organizations who have been working remotely during the pandemic and analyzed their responses through multivariate techniques. Results revealed that COVID-19’s work implications (i.e. home office work environment, job insecurity and virtual connection) do impact employee’s performance, although not at the same extent. Further, we found that I4.0 technologies moderate the enhancement of employee’s performance. However, the orientation and intensity of such moderation may vary according to the performance metric and work implication under analysis. As COVID-19 outbreak inevitably pushed new ways of working that can become an integral part of the post-pandemic world, our research provides important theoretical and practical implications for improving employee’s performance through the digitalization of service organizations.
Teleworking has been widely perceived as a more sustainable mode of working for knowledge workers compared to the status quo of commuting to centralized offices because of its reduced dependency on transportation and centralized office space. However, the situation is far more complex than would appear on the surface, when the scope is expanded to include home office energy use, the Internet, long-term consumer choices, and other so-called rebound effects. Few studies have quantified home, office, transportation, and communications energy or GHG emissions implications of telecommuting simultaneously. To make progress in answering the question of whether telecommuting results in less energy use and greenhouse gas emissions than conventional centralized office working, this paper reviews results and research methods of primarily quantitative studies of any and all four domains that consider operating energy and/or greenhouse gas emissions. The results ultimately show that this problem is complex, and that current datasets and methods are generally inadequate for fully answering the research question. While most studies indicate some benefit, several suggest teleworking increases energy use – even for the domain that is thought to benefit most: transportation.
Purpose
The internet of things (IoT) is one of the pillars of Industry 4.0. Prior OM research has conceptualized IoT, and analyzed potential applications and risks and challenges associated with its adoption. However, little empirical evidence exists on the main types of IoT projects undertaken by organizations and on their impacts. The purpose of this paper is to close this gap by searching for a taxonomy of IoT projects that may be associated to different IoT readiness levels. The dynamic capability lens is used as the theoretical background for the analysis.
Design/methodology/approach
A database of secondary IoT case studies is used to identify an IoT project taxonomy through two-step cluster analysis. The taxonomy obtained allows classifying projects into homogenous groups by technological novelty, IoT capabilities and functional areas of application. ANOVA is then used to test for the association between cluster membership and alternative operational impacts. Finally, the analysis of selected case studies from the database allows throwing light on the nature of the projects typical of each cluster.
Findings
Five clusters of projects have been identified and positioned along varying degrees of capabilities, novelty and scope. The taxonomy is consistent with a three layer IoT technological readiness model. In turn, the three IoT readiness levels correspond to three managerial capabilities: monitoring, control and optimization. Combining cluster results with detailed case analysis suggests that IoT technological readiness can be interpreted as a dynamic capability enabling knowledge creation that can support competitive advantage.
Originality/value
This is a first attempt to describe projects firms undertake when adopting IoT. Building on cluster analysis, the study suggests that different IoT readiness levels are needed to reach different impacts.
Purpose – This article examines the moderating role of Industry 4.0 technologies on the relationship between Lean Production (LP) and operational performance improvement within Brazil: a developing economy context.
Design/methodology/approach – One representative from each of the 147 studied manufacturing companies filled in a survey on three internally-related lean practice bundles and two Industry 4.0 technology bundles, with safety, delivery, quality, productivity and inventory as performance indicators. As this study was grounded on the contingency theory, multivariate data analyses were performed, controlling for four contingencies.
Findings – Industry 4.0 moderates the effect of LP practices on operational performance improvement, but in different directions. Process-related technologies negatively moderate the effect of low setup practices on performance, whereas product/service-related technologies positively moderate the effect of flow practices on performance.
Originality/value – With the advent of Industry 4.0, companies have been channelling their efforts to achieve superior performance by advancing levels of automation and interconnectivity. Eventually, widespread and proven manufacturing approaches, like LP, will integrate such technologies which may, in turn, impair or favour operational performance. Contrary to previous studies, the contingencies appeared to have a less extensive effect. We point to various options for further study across different socio-economic contexts. This study evidenced that purely technological adoption will not lead to distinguished results. LP practices help in the installation of organisational habits and mindsets that favour systemic process improvements, supporting the design and control of manufacturers’ operations management towards the fourth industrial revolution era.
Keywords: Industry 4.0, Lean production, Operational performance improvement, Emerging economies
A cikk célja, hogy bemutassa a munkaerő-piaci tendenciák és a jövőbeli foglalkoztatási sajátosságok hatását az alkalmazotti elkötelezettség egyes dimenzióinak szervezeti értékére. A jövő munkahelyén megváltozik az alkalmazottak viszonyulása a munkaadóhoz, az atipikus foglalkoztatási formák terjedésével a munkaadó és a munkavállaló közötti kapcsolat fellazul, amihez szervezeti oldalról is alkalmazkodni kell. Egyes elkötelezettségi dimenziók fel-, mások leértékelődnek, emellett a szervezetek számára kihívás, hogy az előbbieket milyen motivációs eszközökkel tudják fokozni. A fizetésnek új szerep jut és részben függetlenedik a teljesítménytől, a vállalati munkakörülmények jelentős mértékben javulnak, a motivációs módszerek alapvetően megváltoznak. A szervezeti tagság hosszú távú fenntartására irányuló munkavállalói törekvés a jövőben megritkul, és az átalakuló elkötelezettségi elvárások inkább hosszú távú kooperációkban és ideiglenes szerződésekben öltenek majd testet.
Industry 4.0 is at the center of the current debate among manufacturing leaders, industrial practitioners, policy makers and researchers. Despite the increasing attention paid to changes in jobs and skills generated by Industry 4.0, research in this domain is still scarce. Our study focuses on the evolution of technical skills in the context of Industry 4.0 and it provides qualitative insights gained from an on-going collaborative research project involving a variety of manufacturing stakeholders in Northern Italy (e.g., manufacturing companies, industrial associations, academic and education experts, recruiting companies, IT providers, consultants, etc.). Our findings contributes to shed light on manufacturing skill needs linked to Industry 4.0, setting the stage for future research on the topic and providing companies, policy makers and education stakeholders with first indications to detect skill gaps and initiate competence development.
Purpose
This study aims to compare levels of communication satisfaction between virtual workplace and traditional workplace employees in a single firm and explore the potential causes of the differences.
Design/methodology/approach
Two groups, virtual office and traditional office workers, from a single firm were surveyed using Down and Hazen's Communication Satisfaction Questionnaire. Based on previous research, this study developed and tested hypotheses that traditional workers would have higher levels of satisfaction in personal feedback, communication climate, relationship with supervisors, horizontal and informal communication, organizational integration and overall communication satisfaction. Further analysis of the sample groups and of the company's process of implementation helped explain the differences found.
Findings
Contrary to the hypotheses, this study found that virtual office workers were more satisfied with organization communication than traditional office workers. A discussion of these findings suggests this firm actually took steps recommended by researchers and consultants: upper level support, appropriate technology and technological support, culture training as well as technical training, restructuring work to support a virtual workplace, and providing extra social support systems to reduce alienation.
Research limitations/implications
The results of the study are limited by the company‐specific nature of the sample and number of responses.
Originality/value
This study should help managers and practitioners in planning and implementing the technical and human side of a virtual workplace programme. It shows that communication satisfaction can improve in a virtual workplace and describes some of the steps the sample firm took in their implementation. Academic researchers can benefit by having a basis for further research and building beyond the limitations of this study.
In recent years, several phenomena have caused significant pressures on the traditional, centralized urban structure. These phenomena include urban sprawl, separation of business and residential areas and concomitant dependence on transportation, the absence of effective or widespread mass transit, and declining oil reserves with rising energy costs. These conditions have made decentralization more attractive to many large organizations currently located in the central business districts (CBD's) of major urban areas. The increasing availability of sophisticated communications and computer technologies may encourage the continued growth and future decentralization of "information industries," thereby producing major urban changes. The telecommunicationsaugmented decentralization of a traditional, centralized organization to a diffused one with an intraorganizational telecommunications network is described. The key factors in this process are discussed: 1) the ability of new telecommunications and computer technologies to maintain or increase productivity for routine clerical and management functions, 2) their availability, and 3) their costs relative to urban transportation systems. Telecommunications-augmented decentralization can have significant impacts on transportation, telecommunications, labor, and land-use policies; specific areas of impact are discussed.
System and software requirements documents play a crucial role in software engineering in that they must both communicate requirements to clients in an understandable manner and define requirements in precise detail for system developers. The benefits of both lists of textual requirements (usually written in natural language) and software engineering models (usually specified in graphical form) can be brought together by combining the two approaches in the specification of system and software requirements documents. If, moreover, textual requirements are generated from models in an automatic or closely monitored form, the effort of specifying those requirements is reduced and the completeness of the specification and the management of the requirements traceability are improved. This paper presents a systematic review of the literature related to the generation of textual requirements specifications from software engineering models.
Nursing facility administrators must find new and innovative ways to meet the training needs of their staff. The authors faced the challenge of teaching nursing facility staff about fire safety using computer-based training that had been adapted from a print-based/instructor-led (IL) program. This article discusses the effectiveness of the computer-based (CB) training as compared to the effectiveness of the traditional IL format. The CB and IL versions of a fire safety training program were presented to staff of a nursing facility. The 141 participants were randomly assigned to the CB, IL, or control groups. The control group completed a pretest and posttest, but received no training until the study was completed. Both the CB and IL groups significantly increased their knowledge scores from pretest to posttest and both significantly outperformed the control group. How the participants responded to the CB training was also important. Staff reported they enjoyed the CB training and had no difficulty using the computers. Computer-based training can be an effective alternative training technique for this population.
Flexible work is now endemic in modern economies. A growing literature both praises work flexibility for accommodating employees' needs and criticizes it for fueling contingency and job insecurity. Although studies have identified varied effects of flexible work, questions remain about the workplace dimensions of flexibility and how occupational workplace health is managed in these workplaces. This paper presents findings from a qualitative study of how managers in the computer software industry situate workplace flexibility and approach worker health. In-depth interviews were conducted with managers (and some workers) at 30 firms in Ontario, Canada. Using a critical discourse analysis approach, we examine managers' optimistic descriptions of flexibility which emphasize how flexible work contributes to workers' life balance. We then contrast this with managers' depictions of flexibility work practices as intense and inescapable. We suggest that the discourse of flexibility, and the work practices they foster, make possible and reinforce an increased intensity of work that is driven by the demands of technological pace and change that characterize the global information technology and computer software industries. Finally, we propose that flexible knowledge work has led to a re-framing of occupational health management involving a focus on what we call "strategies of resilience" that aim to buttress workers' capacities to withstand intensive and uncertain working conditions.
Covid-19 and the global labour market: Impact on job postings Economic Letter 3
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Does Working from Home Work? Evidence from a Chinese Experiment
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Reimagining the office and work life after COVID-19
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Recent COVID-19 related HR and tax measures in Hungary
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The Costs and Benefits of Home Office during the Covid-19 Pandemic -Evidence from Infections and an Input-Output Model for Germany
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COVID-19 and The Macroeconomic Effects of Costly Disasters
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