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This research investigates the challenges and benefits of working from home and the needs that organisations should understand when adopting working from home practices.

Self-determination theory was used to understand the drivers of motivation when working from home, to provide a deep understanding of how organisations may support employees working from home. A cross-sectional qualitative survey design was used to collect data from 511 office workers during May and June of 2020.

Employees' needs for competence were thwarted by a lack of direction and focus, unsuitable work environment, work extensification and negative work culture. Employees' experiences and needs for relatedness were more diverse, identifying that they enjoyed spending more time with family and having a greater connection to the outdoors, but felt more isolated and suffered from a lack of interaction. Employees' experiences of autonomy whilst working from home were also mixed, having less autonomy from blurred boundaries between home and work, as well as childcare responsibilities. Conversely, there was more freedom to be able to concentrate on physical health.

Employee’s needs for competence should be prioritised. Organisations must be conscious of this and provide the support that enables direction and focus when working at home.

Swathes of research were conducted during the COVID-19 pandemic, but overwhelmingly focused on quantitative methods. A qualitative survey design enabled participants to answer meaningful open-ended questions, better suited to explain the complexity of their experiences, which allowed for understanding and richness not gained through previous studies.

The purpose of this paper is to identify personality types between different university disciplines, and to establish whether there are differing requirements in the design of physical learning environment. Also to identify features of the learning environment that can support a sense of community. This paper seeks to investigate the relationship between student’s personality and preferences of features of the built environment.

Quantitative questionnaires were distributed in three university disciplines based on the variables personality, elements of the physical learning environment and features that could support a sense of community.

The analysis revealed that there are differences in preferred features within the physical learning environment for the three university disciplines within a large UK-based university. It can also be seen that there are differences in personality profiles between these three university disciplines. Features of the environment that could support a sense of community have been also identified.

Those who are responsible for the design and refurbishment of higher education institutions may find this research useful to improve the facilities for students. To support the development of appropriate physical learning spaces through the understanding of students’ requirements.

This paper presents a new perspective on how the development of higher education facilities can be designed to increase student experience by identifying specific features of the physical learning environment students prefer.

This paper aims to assess COVID-19 as presenting both a crisis and opportunity for police trust and legitimacy by considering the role of police in delivering the legislative requirements of government and enforcing various health orders across Australia and New Zealand.

The research relies on a mixed-methods analysis of national, commonwealth, state and territory policy, corporate police reports, academic commentary and media coverage throughout the pandemic. Survey data gathered during the pandemic relevant to trust and legitimacy in police and government is also analysed.

Five findings relating to police trust and legitimacy are identified. They reveal that police mostly did seize the pandemic as an opportunity to implement practices that enhanced perceptions of trust and legitimacy. However, even where police were able to leverage COVID-19 as an opportunity, the protracted nature of the pandemic posed a challenge for maintaining trust and legitimacy gains. The findings also underscore the importance of a continued focus on building trust and legitimacy post-pandemic to counter any lingering consequences.

The applicability of the findings outside the Australian and New Zealand context may be limited, given differences in jurisdictional legislative frameworks and policing operational environments.

This study identifies good community engagement practice for pandemic policing, contributes to communication strategies for managing trust decay during an emergency, forecasts ongoing trust and legitimacy challenges to policing’s post-pandemic operational environment and enhances aspects of post-pandemic recruitment approaches.

The findings contribute to emerging police practice and research on building and sustaining trust and legitimacy during periods of uncertainty and volatility, such as during and after a pandemic.

The purpose of this study is to examine how employee competences can be developed through corporate volunteering (CV). Specifically, this study focuses on diversity of volunteering studies categorized according to the type of beneficiaries and intensity of volunteer contact with them. The study examines how the beneficiary-employee relation influences the development of employee competences in CV projects.

In this qualitative empirical study, interview data collected in Poland about the perceived effects of CV projects on employee competences was used.

The findings suggest that to understand the competences generated in CV, attention needs to be paid to the nature of the volunteering study itself. The study proposes four different logics of competence development in CV, based on the type of the beneficiary and contact with them.

The study builds on managers’ perceptions of competence development. For a holistic understanding, future research should include employees’ perceptions of the process. Also, more research is needed regarding national and organizational settings as factors in competence development through CV.

The study suggests how companies could best engage in volunteering programs and improve existing ones to make them more beneficial for all parties involved.

The findings build the better business case for CV and other corporate social responsibility (CSR) initiatives, i.e. they deliver rationales for business engagement in this regard.

The study contributes to the conceptual understanding of CSR activities by presenting four logics of competence development in CV.