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1 – 6 of 6Cristóbal Rodríguez-Montoya, Raquel De Castro Morel and Diana Frías-Rodríguez
This study aims to explore the phenomenon of “Quiet Quitting” from the perspective of employers in the Dominican Republic, particularly in the context of changes brought about by…
Abstract
Purpose
This study aims to explore the phenomenon of “Quiet Quitting” from the perspective of employers in the Dominican Republic, particularly in the context of changes brought about by the COVID-19 pandemic.
Design/methodology/approach
From a qualitative approach, based on methods of Grounded Theory, in-depth interviews were conducted with managers from various sectors. The data were analysed using open, axial and selective coding techniques to identify emerging themes.
Findings
The study identifies four main scenarios contributing to quiet quitting: Social Disconnection, Stress and Anxiety, Re-evaluation of Priorities and Changes in Job Expectations. These factors indicate a significant shift in the employee–employer relationship post-pandemic.
Research limitations/implications
The exploratory nature of this study limits its generalizability.
Practical implications
Organizations can mitigate quiet quitting by implementing flexible work policies, promoting work-life balance and enhancing communication between supervisors and employees.
Social implications
Addressing quiet quitting can lead to improved employee well-being, higher productivity and a more positive work environment.
Originality/value
To the best of the authors’ knowledge, this research is the first to examine quiet quitting in the Dominican Republic from the employers’ perspective, providing unique insights into this understudied phenomenon in the region.
Propósito
Este estudio explora el fenómeno de la “Renuncia Silenciosa” desde la perspectiva de los empleadores en la República Dominicana, particularmente en el contexto de los cambios provocados por la pandemia de COVID-19.
Diseño/metodología/enfoque
Desde un enfoque cualitativo, basado en métodos de la Teoría Fundamentada, se realizaron entrevistas en profundidad con gerentes de varios sectores. Los datos se analizaron utilizando técnicas de codificación abierta, axial y selectiva para identificar temas emergentes.
Resultados
El estudio identifica cuatro escenarios principales que contribuyen a la renuncia silenciosa: Desconexión Social, Estrés y Ansiedad, Reevaluación de Prioridades y Cambios en las Expectativas Laborales. Estos factores indican un cambio significativo en la relación empleado-empleador postpandemia.
Implicaciones prácticas
Las organizaciones pueden mitigar la renuncia silenciosa implementando políticas de trabajo flexible, promoviendo el equilibrio entre vida laboral y personal, y mejorando la comunicación entre supervisores y empleados.
Implicaciones sociales
Abordar la renuncia silenciosa puede llevar a un mayor bienestar de los empleados, mayor productividad y un entorno laboral más positivo.
Originalidad/valor
Esta investigación es la primera en examinar la renuncia silenciosa en la República Dominicana desde la perspectiva de los empleadores, proporcionando perspectivas únicas sobre este fenómeno poco estudiado en la región.
Objetivo
Este estudo explora o fenômeno da “Abandono Silencioso” a partir da perspectiva dos empregadores na República Dominicana, particularmente no contexto das mudanças provocadas pela pandemia de COVID-19.
Design/metodologia/abordagem
A partir de uma abordagem qualitativa, baseada nos métodos da Teoria Fundamentada, foram realizadas entrevistas aprofundadas com gerentes de vários setores. Os dados foram analisados usando técnicas de codificação aberta, axial e seletiva para identificar temas emergentes.
Resultados
O estudo identifica quatro cenários principais que contribuem para a demissão silenciosa: Desconexão Social, Estresse e Ansiedade, Reavaliação de Prioridades e Mudanças nas Expectativas de Trabalho. Esses fatores indicam uma mudança significativa na relação empregado-empregador após a pandemia.
Implicações práticas
As organizações podem mitigar a demissão silenciosa implementando políticas de trabalho flexíveis, promovendo o equilíbrio entre vida pessoal e profissional e melhorando a comunicação entre supervisores e funcionários.
Implicações sociais
Abordar a demissão silenciosa pode levar a um maior bem-estar dos funcionários, maior produtividade e um ambiente de trabalho mais positivo.
Originalidade/valor
Esta pesquisa é a primeira a examinar a demissão silenciosa na República Dominicana a partir da perspectiva dos empregadores, fornecendo insights únicos sobre esse fenômeno pouco estudado na região.
Details
Keywords
- Covid-19
- Generation Z
- Work from home
- Quiet quitting
- Great resignation
- Silent resignation
- Renuncia silenciosa
- Gran renuncia
- COVID-19
- Teletrabajo
- Compromiso de los empleados
- Estrés
- Ansiedad
- República Dominicana
- Teoría Fundamentada
- Prácticas de gestión
- Equilibrio vida-trabajo.
- Demissão silenciosa
- Grande renúncia
- COVID-19
- Trabalho remoto
- Engajamento dos funcionários
- Estresse
- Ansiedade
- República Dominicana
- Teoria Fundamentada
- práticas de gestão
- equilíbrio entre vida e trabalho.
Alexander Lapshun and Sergio Madero Gómez
This paper aims to answer the question of the future of work-from-home (WFH) from the position of productivity and employee well-being. In this research, the authors studied the…
Abstract
Purpose
This paper aims to answer the question of the future of work-from-home (WFH) from the position of productivity and employee well-being. In this research, the authors studied the future of WFH by analyzing perceived home productivity and work–life balance (WLB) in the WFH environment. This paper attempts to say that WFH is here to stay, and business leaders should acknowledge this fact and adjust their strategy.
Design/methodology/approach
The authors used a heterogeneous sampling method, surveying 1,157 employees in Mexico on productivity and WLB. The authors did three independent interventions in different pandemic stages: beginning – in 2020, peaking – in 2021, and calming down – in 2022. The authors used contingency table analysis to research the influence of perceived productivity and WLB in WFH on employees’ propensity to WFH.
Findings
The results show that employees perceive productivity the same or higher when WFH and WLB same or better. The findings of this study are a wake-up call for managers who refuse to embrace changes in employees’ perceptions and needs. Companies refusing to acknowledge the existing need for WFH may face significant challenges in terms of employee satisfaction and retention.
Originality/value
This study contributes to the broader literature by addressing whether WFH is here to stay. The dynamics of returning to office vary from country to country, industry to industry and business to business. This paper is an answer to the future of WFH for Mexico and the Latin American region.
Objetivo
Este artículo tiene como objetivo responder a la pregunta sobre la relevancia del futuro del trabajo desde casa (WFH por sus siglas en Inglés) desde la perspectiva de la productividad y el bienestar de los colaboradores. En esta investigación, se estudia el futuro del trabajo desde casa analizando la productividad percibida y el equilibrio entre la vida laboral y personal en el entorno del trabajo desde casa. Este documento intenta decir que el trabajo desde casa llegó para quedarse y que los líderes empresariales deberían reconocer este hecho y ajustar sus estrategias.
Diseño/metodología
Se ha utilizado un método de muestreo heterogéneo, encuestando a 1157 colaboradores que trabajan en México sobre el tema de productividad y balance vida-trabajo (WLB por sus siglas en Inglés). Se realizaron tres intervenciones independientes en diferentes etapas de la pandemia del COVID-19: al inicio (2020), un año despúes que fué el pico (2021) y finalmente cuando está a la baja y en calma (2022). Se utilizaron diversas herramientas estadísticas como el análisis de tablas de contingencia para investigar la influencia de la productividad percibida y el WLB en el trabajo desde casa en los colaboradores que son propensos a trabajar desde casa.
Resultados/hallazgos
Los resultados muestran que los colaboradores perciben la productividad igual o mayor cuando trabajan desde casa y el balance vida-trabajo son iguales o en ocasiones mejores. Los hallazgos de este estudio son para llamar la atención de los directivos y gerentes que se niegan a aceptar que han existido cambios y ajustes en las percepciones y necesidades de los colaboradores en las maneras de realizar el trabajo. Las empresas que se niegan a reconocer la necesidad existente de trabajar desde casa pueden enfrentar desafíos importantes en el corto plazo en términos de satisfacción y retención de los empleados.
Originalidad/valor
Este estudio contribuye para ampliar la literatura y poder abordar el tema de las modalidades de trabajo, en particular para profundizar si el trabajo desde casa (WFH) llegó para quedarse. Así mismo, se puede mencionar que la dinámica del regreso a las oficinas puede variar de un país a otro, de una industria a otra y de una empresa a otra, ofreciendo una variedad de reflexiones y puntos de vistas, finalmente este documento es una respuesta a la reflexión sobre el futuro del trabajo, los beneficios del trabajo en casa para México y para la región de LATAM.
Objetivo
Este artigo pretende responder à questão sobre a relevância do futuro do trabalho a partir de casa (WFH, Work from home, por suas siglas em inglês) na perspetiva da produtividade e do bem-estar dos colaboradores. Nesta investigação, o futuro do trabalho a partir de casa é estudado através da análise da produtividade percebida e do equilíbrio entre vida pessoal e profissional no ambiente de trabalho a partir de casa. Este artigo tenta dizer que o trabalho a partir de casa veio para ficar e que os líderes empresariais devem reconhecer este facto e ajustar as suas estratégias.
Desenho/metodologia
Foi utilizado um método de amostragem heterogêneo, pesquisando 1.157 funcionários que trabalham no México sobre o tema produtividade e equilíbrio entre vida profissional e pessoal (WLB). Foram realizadas três intervenções independentes em diferentes fases da pandemia da COVID-19: no início (2020), um ano após o pico (2021) e finalmente quando estava em declínio e calma (2022). Várias ferramentas estatísticas, como a análise de tabelas de contingência, foram utilizadas para investigar a influência da produtividade percebida e do WLB no trabalho em casa em funcionários propensos a trabalhar em casa.
Resultados
Os resultados mostram que os colaboradores percebem uma produtividade igual ou superior quando trabalham a partir de casa e que o equilíbrio entre vida pessoal e profissional é igual ou por vezes melhor. Os resultados deste estudo são para chamar a atenção de diretores e gestores que se recusam a aceitar que tenham havido mudanças e ajustes nas percepções e necessidades dos funcionários nas formas de fazer o trabalho. As empresas que se recusam a reconhecer a necessidade existente de trabalhar a partir de casa podem enfrentar desafios significativos a curto prazo em termos de satisfação e retenção dos colaboradores.
Originalidade/valor
Este estudo contribui para ampliar a literatura e poder abordar a questão das modalidades de trabalho, em particular para aprofundar se o trabalho em casa (WFH) veio para ficar. Da mesma forma, pode-se mencionar que a dinâmica de retorno aos escritórios pode variar de um país para outro, de uma indústria para outra e uma empresa para outra, oferecendo uma variedade de reflexões e pontos de vista. Em última análise, este documento é um resposta. para refletir sobre o futuro do trabalho, os benefícios de trabalhar em casa para o México e a região LATAM.
Details
Keywords
- Work from home
- Productivity
- Work–life balance
- Postpandemic business
- Future of work
- Trabajo desde casa
- Trabajo a distancia
- Productividad
- Balance vida-trabajo
- Negocios y post-pandemia
- Futuro del trabajo
- Trabalho em casa
- Trabalho remoto
- Produtividade
- Equilíbrio entre vida pessoal e profissional
- Negócios e pós-pandemia
- Futuro do trabalho
Paula Hidalgo Andrade, Clara Paz, Alejandro Unda-López, Gabriel Osejo-Taco and Andrea Vinueza-Cabezas
This qualitative study aimed to explore the barriers and facilitators faced by workers during the COVID-19 pandemic restrictions in Ecuador. It focused on three work modalities…
Abstract
Purpose
This qualitative study aimed to explore the barriers and facilitators faced by workers during the COVID-19 pandemic restrictions in Ecuador. It focused on three work modalities: on-site, telework and mixed or hybrid. It also inquired into practical implications for management based on the workers’ experiences.
Design/methodology/approach
Between October and December 2021, 41 semistructured interviews were conducted to delve into the experiences of Ecuadorian workers. Thematic content analysis was employed for data charting and analysis.
Findings
Barriers and facilitators varied according to each working modality, although some were shared, contingent upon the specific contextual factors and job characteristics. The findings suggest that organizations should consider implementing flexible working hours and modalities, provide safe workspaces, ensure appropriate technology and connectivity, support employees and maintain their health and well-being.
Originality/value
This research explores the experiences of teleworkers, on-site workers and hybrid workers during the COVID-19 pandemic in an under-researched labor market within a developing country. The study provides valuable insights that highlight the potential for management development initiatives specifically tailored to hybrid work environments.
Details
Keywords
Luz Esmeralda Hernández Martínez and Zeidy Edith Chunga-Liu
This research aims to determine the influence that work flexibility (WF) has on the happiness of workers through the work and personal life balance, work-life balance (WLB), as a…
Abstract
Purpose
This research aims to determine the influence that work flexibility (WF) has on the happiness of workers through the work and personal life balance, work-life balance (WLB), as a mediating variable, as well as the moderating role of gender between WLB and job happiness (JH). A structural model that describes the interactions between these study variables is proposed.
Design/methodology/approach
A quantitative approach was used. The data were collected by non-probabilistic sampling, surveying 200 mid-level employees in small and medium industrial enterprises (industrial SMEs). The proposed hypotheses were analyzed and tested using partial least squares structural equation modeling.
Findings
The results confirmed the hypotheses presented. In the relation of WLB and JH, positive work-family and family-work interactions would result in a greater increase in JH in the women group compared to men, and special characteristics were found in the variables in the Mexican context.
Practical implications
This study will provide information to those responsible for the human resources departments of companies to design and implement good practices in which importance can be given to labor agreements involving WF and the implementation of WLB policies differentiated by gender to generate happiness at work.
Originality/value
The JH construct proposed by Fisher (2010) was applied, and its relationship with WF and WLB in a post-pandemic context was studied. The research applied to supervisors and area managers of industrial SMEs reflects the importance of considering the balance between their life and work to achieve JH, understanding it as job satisfaction and more commitment to work, in addition to considering the differences by gender.
Details
Keywords
Hugo Briseño, Lourdes Maisterrena and Manuel Soto-Pérez
This research aims to find which components of Decent Work are associated with Subjective Well-Being.
Abstract
Purpose
This research aims to find which components of Decent Work are associated with Subjective Well-Being.
Design/methodology/approach
With data from 2021 from the states of Mexico, econometric models are carried out.
Findings
It is found that disposable income and satisfaction with leisure time have a significant positive relationship with employees' Subjective Well-Being. Likewise, the rate of critical occupancy conditions and informality rate have a significant negative relationship with Subjective Well-Being. The research suggests that influencing the Decent Work conditions of the population in Mexico could favour their Subjective Well-Being.
Social implications
Share guidelines that enable employers and governments to establish strategies and policies that promote Decent Work to increase the Subjective Well-being of employees.
Originality/value
This article evaluates different variables that make up the Decent Work construct in their level of influence on Subjective Well-being. These relationships and variables considered have not been identified in previous studies as a whole.
Details
Keywords
Ana I. Gil-Lacruz, Marta Gil-Lacruz, Amparo Gracia Bernal, Mónica Flores-García and Paola Domingo-Torrecilla
The purpose of this study is to analyse the background and consequences of the Spanish job market on the employment conditions of Spanish women and on underlying attitudes on…
Abstract
Purpose
The purpose of this study is to analyse the background and consequences of the Spanish job market on the employment conditions of Spanish women and on underlying attitudes on gender role in the working environment.
Design/methodology/approach
From the European Social Survey (2004, 2008, 2010, 2016), the authors draw a sample of 3,706 individuals aged from 25 to 64 years old living in Spain. The sample allows the authors to make estimations from several aggregation levels depending on gender (men and women) and generational cohort (baby boom and X generation).
Findings
Education improves the perception of women’s work among both men and women. The role of education is especially interesting for older people. Educational levels help women adapt to a changing context, promote female participation in the job market and protect them from unemployment situations. This study demonstrates that both gender and generational cohort moderate the impact of education on gender labour attitudes and working status.
Research limitations/implications
Finally, this work is not exempt from limitations. For example, the use of cross sections does not allow the authors to obtain a richer set of causal relationships than the use of panel data would allow them. In addition, it would be interesting to replicate the study of gender labour attitudes among human resource managers and workers to have a broader view of what happens within companies.
Originality/value
The main contribution to the state of the art is to demonstrate that both gender and generational cohort moderate the impact of education on gender labour attitudes and working status. In addition, this study analyses whether gender labour attitudes change throughout the economic cycles, because population characteristics change (endowment effect) and/or because the same characteristics have different impacts (coefficient effect).
Details