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In this study, we applied the strategy-as-practice (SAP) framework to analyse strategic communication practices. SAP implies approaching strategy as something that organisational members do and is useful for understanding the tensions between emergence and formalisation and between planning and improvisation that characterise the everyday communication work of communication practitioners.

The paper is based on an ethnographic study of a record company and on qualitative interviews with various actors from the music industry.

Tensions exist between the emergence of inputs from active consumers that require flexibility and attempts to strategically formalise and continuously adapt plans and encourage consumers to act in anticipated ways. The findings revealed five strategic communication practices—meetings, working in the office, gathering and analysing consumer engagement and related data, collaboration and storytelling—that practitioners used to conduct strategic communication and navigate the tensions.

The study contributes to understanding the role of strategic communication practices in contemporary organisations and how practitioners manage the tensions within them. The study shows that an SAP approach can account for improvisation and emergence, as well as planning and formalisation. It also shows how SAP resonates with emergent and agile strategic communication frameworks.

Better identification of comfort preferences and occupant behaviour drivers is expected to improve buildings’ user-centred designs and energy operations. To understand the underline drivers of occupant behaviours in office buildings, this study aims to evaluate the inter-relationships among occupant energy behaviours, indoor environmental quality satisfaction, user control and social-psychological factors influencing occupant behaviours in New Zealand offices.

Using an occupant perception survey, this study identifies the occupant behaviour patterns based on multi-domain comfort preferences. A case study was conducted in five office spaces of a university in Auckland, New Zealand. Data were collected from 52 occupants and analysed using descriptive and binary logistic regression analysis. Indoor environmental quality, user control, motivational, opportunity and ability factors were the independent variables considered. A model to predict the behaviours using environmental, building and social-psychological aspects was developed.

The results showed that the primary sources of indoor environmental quality discomfort were related to thermal and air quality, while occupants’ indoor environmental quality satisfaction correlated with their comfort preferences. The outcomes emphasise how the connection between building systems and occupants’ comfort preferences affect the choice of occupant behaviours in offices. Also, the primary occupant behaviours were drinking hot and cold beverages, opening/closing windows and internal doors and adjusting clothing. The binary logistic regression analysis showed that occupants’ perceived user control satisfaction is the main driver for increasing window actions. No other independent variable showed a statistically significant association with other behaviours.

This study adopted a novel approach to assess the combined effects of comfort preferences, occupant energy behaviours and various environmental, building and socio-psychological factors for modelling energy-saving behaviours in office buildings.

The purpose of this paper is to map and describe the activities taking place in the academic workplace. It considers whether academic work is something completely different from traditional knowledge work and identifies differences and similarities between the two.

The data was collected through in-depth interviews with thirteen academics from different disciplines at the Norwegian University of Science and Technology within a case study approach. A document analysis of the university’s disciplines was carried out in advance of the interviews.

Four important similarities between knowledge work and academic work and three distinctive features of academic work were identified. Balancing the need for interaction and concentration is most important for both knowledge work and academic work, and the most prominent differences are the academics’ constant alternation between supervision, teaching, concentration work and administrative tasks, as well as some academics’ close links to practice. Academic work is not completely different from knowledge work, and learning from experiences from other sectors can be valuable when designing workplaces for academic staff. It is necessary to understand the activities taking place in the academic workplace and at the same time plan for future flexibility.

This study contributes to the research on workplace design for academic staff to better understand the characteristics and variations of academic work and differences in academic cultures and traditions. This will contribute to a better understanding of how workplace design, work processes, technology and how the institution is organised can support the university’s visions and goals.

Achieving an appropriate indoor environment quality (IEQ) is crucial to a green office environment. Whilst much research has been carried out across the globe on the ideal IEQ for green offices, little is known about which indoor environment New Zealand office workers prefer and regard as most appropriate. This study investigated New Zealand office workers' preference for a green environment.

Workers were conveniently selected for a questionnaire survey study from two major cities in the country – Wellington and Auckland. The perception of 149 workers was analysed and discussed based on the workers' demographics. The responses to each question were analysed based on the mean, standard deviation, frequency of responses and difference in opinion.

The results showed that workers' preferences for an ideal IEQ in green work environments depend largely on demographics. New Zealand office workers prefer work environments to have more fresh air and rely on mixed-mode ventilation and lighting systems. Also New Zealand office workers like to have better acoustic quality with less distraction and background noise. Regarding temperature, workers prefer workspaces to be neither cooler nor warmer. Unique to New Zealand workers, the workers prefer to have some (not complete) individual control over the IEQ in offices.

This study was conducted in the summer season, which could have impacted the responses received. Also the sample size was limited to two major cities in the country. Further studies should be conducted in other regions and during different seasons.

This study provides the opportunity for more studies in this area of research and highlights significant findings worthy of critical investigations. The results of this study benefit various stakeholders, such as facilities managers and workplace designers, and support proactive response approaches to achieving building occupants' preferences for an ideal work environment.

This study is the first research in New Zealand to explore worker preferences of IEQ that is not limited to a particular building, expanding the body of knowledge on workers' perception of the ideal work environment in the country.

The health, well-being and productivity (i.e. WELL) of office building occupants are vulnerable to poor office environments. Therefore, this study aims to identify new features and concepts of office buildings in supporting occupants’ WELL. To achieve that aim, this study: explores new WELL features for office buildings, develops new WELL concepts for office buildings and examines the influence of the newly developed WELL concepts on existing WELL building standard (WELL v2) concepts.

The first phase involved ten experts to assign weightage for health, well-being and productivity. In the second phase, 206 questionnaire survey data were collected from office building occupants throughout Malaysia. Exploratory factor analysis established new WELL concepts for office buildings. Partial least-squares structural equation modelling examined the influence of the newly developed WELL concepts on the existing WELL v2 concepts.

Two new WELL concepts were developed: “space and services”, consisting of sufficient space, workstation privacy, office layouts, building automation systems, cleanliness and information technology (IT) infrastructure, and “building security”, consisting of security systems and safety at parking lots. Here, “space and services” influences all existing WELL v2 concepts, and “building security” influences the water, nourishment, mind and community concepts of WELL v2.

This study uncovers holistic WELL building concepts to support occupants’ health, well-being and productivity with additional new features and concepts for construction industry policymakers to establish holistic building assessment tools.

This paper explores the impact of interior design education and its effectiveness in the work environment for women in the United Arab Emirates (UAE), as they are the primary recipients of interior design programs. The analysis focuses on the role of women in interior design in the Gulf countries and the update of an interior design program curriculum as part of the continuous development program requested by the UAE Commission of Academic Accreditation (CAA) of the national Ministry of Education (MoE).

The research adopts different methodologies: an academic annual effectiveness report (AER), requirements of relevant international and regional accreditation bodies and a double round of surveys and interviews with female students, alumni, instructors and professionals.

The article collects and compares data from different perspectives, from the academic to the professional point of view, discussing challenges and opportunities for female students in contemporary interior design in the UAE. After collecting the necessary feedback on the strengths and weaknesses of the bachelor’s program, a set of informed recommendations has been developed, approved and introduced during the academic year 2022/2023. At the end of the year, a second feedback from faculty and external reviewers was gathered and analyzed, providing preliminary insights into the effectiveness of the curricular revisions and highlighting the significant benefits for the female students.

The paper discusses the comprehensive and up-to-date combination of traditional elements, innovative approaches and sustainable practices, alongside the strategic planning of the United Arab Emirates, proposed to enhance female learning experiences while reinforcing their skills and competencies for their future careers.

This paper aims to explore how the scientific literature and company reports have addressed inclusive workplace design and strategies to date.

This paper adopts a scoping review to answer the following question: To what extent is inclusion present in workplace design and related strategies? An analysis of 27 scientific papers and 25 corporate social responsibility reports of the highest-ranked companies in the Great Place to Work global ranking disentangles the main aspects related to workplace design and strategies for promoting inclusion.

This paper opens avenues for four macro-categories of diversity (psycho-physical aspects; cultural aspects; socio-economic conditions; and ability, experience and strengths) to support the development of inclusive workplace design and strategy. Besides, multiple spatial scales emerged as material and immaterial elements of the workplace encountering inclusion and diversity.

Nowadays, the workforce is becoming more diverse. Although diversity, equity and inclusion (DE&I) has become key to many organizations, it remains unclear how DE&I principles are applied in workspace design and strategies. This scoping review provides a novel perspective on the topic by integrating scientific knowledge and practice-based approaches which still address this matter independently.

We aimed to analyze the impact of the transition to the hybrid model of teamwork and team dynamics from the perspective of the five key challenges, i.e. communication, coordination, connection, creativity and culture.

To achieve the stated aim, we conducted a literature review and then an exploratory qualitative study. We split the research into phases: December 2021 to January 2022 and July to August 2022. In the first phase, we conducted computer-assisted online interviews (CAWIs) with all members of the remote team and an in-depth interview with the manager. After the transition from remote to hybrid work in February 2022, we returned to the team to conduct in-depth interviews with team leaders and the manager.

We identified key findings, i.e. managerial implications of differences across the 5 Cs (communication, coordination, connection, creativity and culture) noted in the functioning of the analyzed team as the team shifted from fully remote work to the hybrid work model.

We concluded that if people do not spend time together and are not impregnated with the unique culture and values of a given organization, they will not feel a connection to its distinctive ethos and may choose to leave. In the longer-term, the last challenge may be the biggest single opportunity for employees post-pandemic and concurrently the single biggest challenge that organizational leadership will need to address, given that sustainable market success depends on talent.

The results showed that team communication, teamwork coordination, social and emotional connections among team members, nurturing of creativity, as well as of the organizational culture were of high importance to the team in the hybrid work model. Thus, we confirmed the findings of other authors. The study contributes to our understanding of the impact of the hybrid work model on teamwork and team dynamics and provides some guidance on how organizations can mitigate these, in particular through the team manager.

This study aims to examine the role of location autonomy (i.e. autonomy over where to work) in shaping employee mental distress during their working days.

A total of 316 employees from 6 organizations in the UK provided data for 4,082 half-day sessions, over 10 working days. Random intercept modeling is used to analyze half-day data nested within individuals.

Results show that location autonomy, beyond decision-making autonomy and work-method autonomy, is positively associated with the perception of task-environment (TE) fit which, in turn, contributes to lower mental distress during each half-day session. Results of supplementary analysis also show that location autonomy can contribute to higher absorption, task proficiency and job satisfaction via TE fit during each half-day session.

This study reveals the importance and uniqueness of location autonomy in shaping employees' outcomes, offering implications for how organizations can use this in the work–life flexibility policies to support employee mental health.

This paper aims to identify and prioritize the needs of coworking members. The authors focus on maintaining the existing members rather than attracting new ones.

The authors use two phases and multiple methods. The first phase focuses on a qualitative approach using observations and interviews to uncover and formulate the members’ needs. The second phase focuses on prioritizing the needs using a quantitative approach.

The authors discovered 19 member needs from the coworking spaces. Based on an online survey, the authors classified those needs into three main Kano model’s categories.

The resulting member needs and their strategic priorities provide a useful basis for coworking providers to direct their improvement efforts towards achieving greater member satisfaction.