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This study aims to investigate the impact of working from home and its duration on job satisfaction.

The analysis was conducted on a representative panel data set from the Russian Longitudinal Monitoring Survey - Higher School of Economics (RLMS-HSE) for 2016–2021 using endogenous regression models. The impact of working from home on job satisfaction before and during the coronavirus disease 2019 (COVID-19) pandemic, and separately for men and women, was analysed.

Working from home was found to positively affect job satisfaction in the Russian labour market. From 2016 to 2021, men and women who worked from home were more satisfied with their jobs than their counterparts who did not work from home. The positive impact of working from home on job satisfaction was observed before and during the COVID-19 pandemic. However, remote workers (RWR) putting in more than eight hours per day reported lower job satisfaction.

Working from home can be considered as a measure to combat unemployment, increase employment and improve the utilisation (distribution) of human resources. Further research is required to analyse the impact of health issues and the need to care for young children or infirm persons on job satisfaction in remote work. A more detailed analysis is required of the factors that affect the job satisfaction of women who work remotely.

To ensure that labour productivity increases and not decreases, employers are advised to develop more detailed working arrangements and labour management for RWRs. Especially for such assigned workers, task control regulations must be developed. To increase the motivation of individuals to work remotely, overtime should be paid at a higher rate.

Unclear working time regulations lead to overwork, irregular working hours and burnout. For RWRs, this leads to lower job satisfaction and a consequent drop in productivity.

The empirical investigation is based on a representative panel of Russian data with six waves. Wide ranges of job characteristics were incorporated as determinants. The problem of causality was investigated. For models with an endogenous regressor, instrumental variables were tested and selected.

This study investigated what are the effective leadership styles and practices that boost employees’ work outcomes during the COVID-19 pandemic from the perspective of facilities management professionals (FMPs).

Three predominant leadership styles (transformational, transactional contingent reward and disaster management) were operationalized into 38 leadership practices (X variables) and 8 work outcomes (Y variables). The explanatory sequential research design was adopted. Online questionnaire survey was first conducted on FMPs who managed facilities during the critical periods of COVID-19 pandemic in Singapore. In-depth interviews were then carried out with subject matter experts to elaborate on the quantitative findings.

During the pandemic, FMPs were significantly stressed at work, but also experienced significant job satisfaction and satisfaction with their leaders/supervisors. Statistical results revealed a range of leadership practices that are significantly correlated with FMPs’ work outcomes. One leadership practice is critical as it affects 4 of the 8 FMPs’ work outcomes - frequently acknowledging employees’ good performance during the pandemic.

The study explored 3 leadership styles. There are other styles like laissez faire and servant leadership that might also affect work outcomes.

Based on the findings, suggestions were provided to organizations that employ FMPs on how to improve their work outcomes during a crisis such as a pandemic.

The novelty is the discovery that in the context of a global disaster such as the COVID-19 pandemic, the most relevant leadership styles to boost employees’ work outcomes are transactional contingent reward and disaster management leadership. The study adds to knowledge by showing that not one leadership style is superior – all 3 styles are complementary, but distinct, forms of leadership that need to work in tandem to boost FMPs’ work outcomes during a crisis such as a pandemic.

This study applies the job demands-resources model the conservation of resources theory to explain and examine the impacts of home-work conflict, perceived insufficient organizational support, and perceived social isolation, that is, work-from-home stressors, o

Data were collected from 418 Thai employees who worked from home during the nationwide lockdowns at two time points. The hypotheses were tested and analyzed by means of a confirmatory factor analysis, structural equation modeling, and a bootstrapping procedure.

The results indicate that the three work-from-home stressors significantly cause emotional exhaustion and that these stressors are negatively associated with job embeddedness and life satisfaction via the mediation of emotional exhaustion.

To reduce error in parameter estimation due to self-report data, future research could use a more rigorous longitudinal design with a longer time lag and collect data from multiple sources.

Realizing how critical situations shape the workplace would help organizations understand the issues concerning a remote work approach and create more applicable interventions to improve employees' retention and wellbeing.

This study reinforces the application of COR in times of crisis and extends the traditional JD-R model beyond the normal work context.

Covid-19 pandemic created a series of challenges for all professions, and libraries and library professionals were not spared. This study aims to attempt to analyze how qualified library professionals in India responded to the pandemic period and seeks their opinion on their preference for the job sector, activities and the challenges they faced during the pandemic.

The study is based on a quantitative survey method using simple random sampling technique. A structured Google forms questionnaire was used to collect the data. In total, 169 qualified professionals, working in different LIS areas, and a few nonworking professionals participated in the survey. The data were collected and analyzed using MS Excel, and statistical tests were done.

The major challenges include lack of proper equipment and official digital records, comfortable work environment, poor internet connection and over work load. Majority wish to work in the government rather than the private sector. The participants believe that Covid has affected employment opportunities. Despite the challenges, library professionals are satisfied with the profession and were actively engaged in the learning process.

The challenges faced by the LIS profession during the post Covid era should be examined by professional bodies and organizations and should ensure extensive human resources development in different LIS sectors and stress the need to implement better services to society with a better digital experience.

The study explores how qualified library professionals from India have coped with the Covid pandemic and seeks to identify challenges in post-Covid LIS employment. To the best of the authors’ knowledge, this study is the first of its kind concerning work reflections of library professionals in India since the pandemic.

The main goal of the article is to determine the mediating role of human resources management (HRM) outcomes in the relationships between shaping employee work engagement and job satisfaction (SEWE&JS) and company performance results and to establish whether there are any identifiable regularities in this scope in the pre-pandemic and pandemic period in the headquarters (HQs) and foreign subsidiaries of multinational companies (MNCs).

The empirical research included 200 MNCs headquartered in Central Europe. The raw data in the variables were adjusted with the efficiency index (EI) to capture the actual relations between the variables under study. The partial least squares structural equation modeling (PLS-SEM) was used to verify the research hypotheses and assess the mediating effects.

The research findings show that the HRM outcomes positively mediate the relationships between SEWE&JS and the company performance results. HRM outcomes turned out to be a stronger mediator between SEWE&JS and company performance results in finance and quality in the HQs during the pandemic. By contrast, in the local subsidiaries, they were a stronger mediator of the relationships between the results in innovativeness and quality during the pandemic.

In addition to confirming the results of some other researchers, the research findings also provide new knowledge. They determine the mediating role of HRM outcomes in the relationship between SEWE&JS and the three categories of company performance results, namely finance, innovativeness and quality. In addition, they identify certain regularities in the four studied contexts, which is a novelty in this type of research. A novelty is also the use of employee key performance indicators (KPIs) in the data analysis as the efficiency index in analyzing the effect of the variables under study. The value of the research is also the fact that it covers HRM in MNCs established in Central Europe, which, compared to MNCs from the Western world, is not a frequent subject of research.

This study aims to identify and analyse the gains and strains associated with flexible working practices (FWPs) introduced and adopted prior to and during the pandemic and consider how these experiences are likely to shape the future of workplace flexibility post-pandemic.

A case study research strategy was adopted to explore the FWPs implemented by a state-owned organisation in the Chinese publishing industry. A mixed data collection method was used. Quantitative data was collected from 50 valid questionnaires, which was followed by 7 qualitative interviews to gain rich insights into the availability and effectiveness of various FWPs and associated benefits and drawbacks.

While the results confirm positive effects FWPs have on employee engagement and retention and on business continuity and employee well-being during the pandemic, the empirical analysis highlights the performance-driven patterns in use and impacts of some FWPs, which caused concerns and dilemmas. Besides the increasing intense market competition, the changing face of state-owned enterprises and managerial attitudes have been found to have significant effects on the use of FWPs.

This paper has contributed to a better understanding of flexible working in an under-researched setting, reflected in changes before and during the pandemic, offering an insight into the commercialised nature of flexible working in the Chinese context. It has implications for organisations and HR practitioners as they envision future workplace flexibility.

This study aims to explore the gender differences in working from home (WFH) experiences during the pandemic from the Australia’s construction workforce perspective. Specifically, it explores gender differences in terms of: (1) the respondents’ family responsibilities during the pandemic; (2) their WFH experiences prior to and during the pandemic; and (3) their perceptions of the impacts of challenges associated with WFH on their work activities and performance along with their self-reported work performance when WFH, overall satisfaction with WFH and preference for WFH post-COVID.

This study adopted a survey design to reach the targeted sample population, i.e. construction workforce in the Australian construction industry who has had experienced WFH during the pandemic. Data was collected using an online anonymous questionnaire survey.

The results show notable gender differences in various aspects including family responsibilities, workplace arrangements and perceptions of the impacts of the challenges associated with WFH on work activities and performance. Also, statistically significant associations are detected between gender and the respondents’ self-reported work performance when WFH, overall satisfaction with WFH and preference for WFH post-COVID.

Even prior to the COVID-19 pandemic, little is known about WFH experiences among construction workforce due to the low prevalence of regular and planned remote working in the industry. This is the first study sheds light on construction workforce WFH experiences using gender lenses. The findings have implications for construction-related firms continuing with WFH arrangement post the pandemic, which may include the formulation of policy responses to re-optimize their present WFH practices.

This paper aims to examine whether information technology (IT) managers’ virtual listening, as rated by their high-tech employees, affected turnover behaviour beyond a new constellation of variables, some of which have never been researched as antecedents of turnover behaviour, particularly during a pandemic or crisis. Namely, the main aim, among others, is to answer the research question: does IT employees’ perception of the quality of their supervisors’ virtual listening in the pandemic and crisis era, when employees and managers work remotely, will negatively affect turnover behaviour? If yes, in which constellation of antecedents the virtual listening effecting on turnover behaviour?

Logistic regression analysis was conducted to test the hypotheses via SPSS 26 and PROCESS (Model 6). The variance inflation factor was calculated to test multicollinearity. Interaction was tested using the Hayes and Preacher PROCESS macro model. The researchers also used the J-N technique test (Johnson–Neyman via process). The supplemental analysis used also PROCESS MACRO (IBM Corp., Armonk, NY, USA, 2023) Model 4 and Bootstrap test.

The findings show that perceptions of supervisors’ virtual listening quality as rated by their employees moderated the relationship between organisational deviance as a type of organisational misbehaviour (OMB) and turnover behaviour and had the strongest effect on turnover behaviour beyond other key predictors (organisational deviance as a type of misbehaviour, turnover intention, job satisfaction, embeddedness and alternatives in the labour market). Alternatives to current work moderated the association between the perception of managers’ virtual listening behaviour as rated by their employees and turnover behaviour. Specifically, when alternatives in the labour market were high or medium, the perceived quality of managers’ virtual listening reduced turnover behaviour. Finally, the perception of the IT employees supervisors’ virtual listening moderated the relationship between organisational deviance and turnover intention among high-tech employees.

Evaluating supervisor listening in the high-tech firm may have value in terms of its relationship to outcomes such as retaining employees, turnover intention and especially turnover behaviour. The effect on turnover behaviour and of that new constellation of antecedents on turnover behaviour when people work remotely was not researched yet and important for the post COVID-19 era. Additionally, in contrast to most studies of turnover, this study also focus on the positive aspects of turnover and especially turnover behaviour to organisations in general and especially to high-tech firm and not just the negative aspect as was researched until now. Another contribution is the finding that when employees perceived their managers’ virtual listening quality as high, the effect of deviance as a type of OMB on turnover behaviour was positive. Namely, the listening as a moderator and turnover assisted in making the organisation cleaner from inappropriate behaviour. Additionally, when alternatives in the labour market are high or medium, perceived quality of virtual listening of managers as rated by their employees can reduce turnover behaviour. This virtual listening–turnover relationship and the moderator of alternatives to current work had not previously been found in the turnover literature and this is also significant a contribution to the turnover and withdrawal literature.

The purpose of this study is to analyze the impact of teachers’ performance expectancy, teachers’ effort expectancy, teachers’ performance anxiety, teachers’ engagement, perceived student engagement, teachers’ digital competence, teachers’ normalization ease and perceived organizational support as predictors of teachers’ satisfaction with online teaching-learning, especially during a pandemic in the context of hospitality, tourism and travel education.

Conceptually, this study is grounded in the normalization process theory and examines teachers’ satisfaction by applying the unified theory of acceptance and use of technology model. To test the proposed model, 374 complete survey forms were received for data analysis from teachers engaged with higher education institutes offering courses in the field of hospitality, travel and tourism. Minor modifications were made to the survey instrument based on inputs received after a pilot study.

The model was tested using confirmatory factor analysis and structural equation modeling. Of the eight constructs predicting teachers’ satisfaction in the online teaching-learning environment, two constructs, that is, teachers’ effort expectancy and teachers’ digital competence, were found to have an insignificant relationship. This finding hints at the emergence of a “new normal.”

This study contributes to the literature by presenting and validating a theory-driven framework that accentuates the factors influencing online teaching during the outbreak of a pandemic. This study further extends the unified theory of acceptance and integrates it with the normalization process theory to test and validate the model in the unique context of hospitality education which is considered to be highly practice oriented.

The COVID-19 pandemic compelled educational institutions to shift to online learning modes. This is unprecedented for students and teachers of hospitality, travel and tourism, especially in a developing country like India, and it has brought with it a new set of challenges and opportunities. With the extension of the pandemic-induced lockdown in educational institutions, teachers – and other stakeholders – must adapt to this new normal of reliance on remote education.

This study aims to evaluate and compare the quality of work life (QWL) of nurses, in pre- and post-COVID-19 pandemic situations.

The study adopts a descriptive research design. Data were collected during the pre- and post-pandemic periods. The target sampling unit of the study comprises nurses working in Bangalore city, Karnataka, India. The minimum sample size was determined (Bartlett et al., 2001) as 385. The scale validation is carried out. The factors for the present study were explored using exploratory factor analysis and confirmed by confirmatory factor analysis. Model fitness (proposed measurement model) is ensured by using fit indices. The linear regression method was used to measure the level of QWL of nurses.

The present study noted that key factors that affects the QWL of nursing staff are work condition; work environment; work-life balance; compensation and reward; career development; job satisfaction and security; organization culture; relationship among co-workers and stress. Further, it is noticed that QWL of nurses pre-COVID-19 pandemic is 87.2%, while post-COVID-19 pandemic, it is 67%.

Present study can be extended to address the same research question by considering sampling unit such as therapist, technicians and sanitarians who have equally undergone tremendous pressure during pandemic.

The study outcome provides references for organizations engaged in health services to understand the extreme job conditions posed by pandemic. The constructive inspiration (physio-social and organizational support) reinforces the nurses to continue in their professions by decreasing negative impact.

The research paper extends the contributions of Hwang (2002), Nikeghbal et al. (2021), Howie–Esquivel et al. (2022) and Rania et al. (2023) and add to the existing body of the QWL literature. The outcome of the research records the prevailing conditions of pandemic and its effect on changes in work environment with specific reference to health-care sector.