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Article
Publication date: 13 September 2022

Baiyun Gong, Perl Tobias and Jessica Young-Bristol

During the COVID-19 pandemic, many organizations adopted remote work policies. Meanwhile, the loss of the collocated work environment made it challenging for the…

Abstract

Purpose

During the COVID-19 pandemic, many organizations adopted remote work policies. Meanwhile, the loss of the collocated work environment made it challenging for the supervisors to have a clear vision of their employees, which may impact the quality of the performance evaluation and developmental decisions. This paper aims to resolve this problem by identifying resources in the remote workplace that can help supervisors restore their capacity for a clear vision of the remote employees.

Design/methodology/approach

The authors take the perspectives of the job resource-demand model and illustrate the theoretical framework that recognizes resources and resource holders at various levels of the organization. The authors see this as the key for supervisors to meet the demand of “seeing” their employees in the remote workplace.

Findings

Specifically, the employees should offer their information resources via skillful communication because supervisors have lost opportunities for in-person observation. Further, the administration is urged to deliver competence resources through training and development because supervisors may lack the experience of remote work management. Moreover, the organizations should provide social support resources by creating avenues for virtual networking activities, so as to make up the random social opportunities available in the collocated work environment.

Research limitations/implications

Improving supervisors’ vision is a new challenge coming with the installation of the remote workplace. Further research is called for to empirically test this theoretical framework and identify more ways to increase the resources and reduce the demands for supervisors; thus, helping them ease into the new ways of supervision in the virtual workplace.

Practical implications

This research informs the organizations to adjust their strategy for management development to adapt to the remote workplace.

Originality/value

The authors noted that increasing concerns of the low visibility of remote workers was partially due to the impaired vision of supervisors, who lost the context of in-person observation. Supervisors’ vision of their employees was taken for granted in the traditional work environment and there was not much research done on this topic. This prompted us to develop a theoretical framework based on the job resource demand model.

Details

Management Research Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2040-8269

Keywords

Book part
Publication date: 2 December 2021

Ada T. Cenkci

The COVID-19 pandemic accelerated the adoption of working from home (WFH), which contributed to widespread loneliness at a global level. Drawing on the theory of social…

Abstract

The COVID-19 pandemic accelerated the adoption of working from home (WFH), which contributed to widespread loneliness at a global level. Drawing on the theory of social exchange, this chapter examines how WFH, masculinity contest culture (MCC) at work, and co-worker support impact workplace loneliness. A theoretical model is developed, which adds to the scarce literature on workplace loneliness and MCC, while practical recommendations are also provided to enable organisational leaders and human resource practitioners to decrease workplace loneliness.

Details

Work from Home: Multi-level Perspectives on the New Normal
Type: Book
ISBN: 978-1-80071-662-9

Keywords

Article
Publication date: 6 October 2021

Vandana Nath and Graeme Lockwood

The purpose of this study is to examine the practical and legal complexities associated with tele-homeworking in the context of the UK Equality Law. First, the paper…

Abstract

Purpose

The purpose of this study is to examine the practical and legal complexities associated with tele-homeworking in the context of the UK Equality Law. First, the paper provides a background to the recent growth of tele-homeworking as a result of the COVID-19 pandemic, outlining the tenets of the UK Equality Act 2010 and referring to additional legislation pertinent to the ensuing discussion. Second, illustrative case law relevant to the UK Equality Law is put forward to demonstrate the potential challenges that employers and employees might encounter with continued and longer-term tele-homeworking arrangements. Third, the paper outlines implications for employers and human resource managers in terms of policies and practices that might shape the nature of the employment relationship.

Design/methodology/approach

This study is based on a review of the literature and an examination of UK case law applicable to tele-homeworking, taking into consideration equality, diversity and inclusion concerns in the workplace.

Findings

Remote working can be beneficial to both employers and employees. However, there are a number of significant concerns surrounding the management of tele-homeworkers in the aftermath of the pandemic that can act as a stimulus for legal disputes around discrimination, infringement of human rights and breach of contract claims. Several policy implications surface from the analysis that relate to equality and fair treatment associated with both current and future work arrangements.

Originality/value

The paper is significant in offering legal insights into how the UK Equality Law relates to the complexities associated with the management of tele-homeworkers. The study also highlights how return-to-office undertakings might need to consider wider legal issues. COVID-19 and its repercussions have demanded the reorganisation of work, which can give rise to a greater possibility of legal challenges and the study highlights the importance of employers undertaking an evaluation of their equality practices and complying with the legal framework.

Details

International Journal of Law and Management, vol. 64 no. 2
Type: Research Article
ISSN: 1754-243X

Keywords

Article
Publication date: 4 August 2022

Jennifer A. Harrison, Marie-Hélène Budworth and Thomas H. Stone

As workplaces and relationships evolve with increasing complexity, co-worker dynamics have become a key concern for HR managers and scholars. An important yet overlooked…

Abstract

Purpose

As workplaces and relationships evolve with increasing complexity, co-worker dynamics have become a key concern for HR managers and scholars. An important yet overlooked aspect of co-worker dynamics is gratitude. This paper adopts a relationship-specific conceptualization of gratitude and explores its influence on prosocial behaviors within co-worker dyads. The proposed model also suggests structural-relational factors under which these relationships are affected.

Design/methodology/approach

The conceptual paper draws insights from personal relationships to consider an alternative side of gratitude’s prosocial action tendencies, thereby highlighting two: risk-oriented and opportunity-oriented. These assumptions are then situated within the affect theory of social exchange to predict gratitude’s influence on prosocial behaviors within co-worker dyads.

Findings

The proposed model illuminates the importance of studying relationship-specific gratitude within co-worker relations by illustrating its effects on two types of prosocial action tendencies – opportunity-oriented and risk-oriented and varying prosocial behaviors (from convergent to divergent). Structural-relational factors, such as positional and physical distance between co-workers, are considered to affect these relationships.

Originality/value

While the study of gratitude in the workplace is emerging, little research has examined its influence on the nature of prosocial behaviors within co-worker relations. This paper advances the notion that gratitude serves an adaptive function in co-worker dyads, thereby highlighting the risk-oriented and opportunity-oriented continuum, and its implications for the type and scope of prosocial behaviors exchanged.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 8 May 2007

Kathy O. Roper and Jun Ha Kim

To provide understanding in developing high‐performance distributed work arrangements (DWA), suggestions for an evaluation framework for analysis of DWA options, and to…

Abstract

Purpose

To provide understanding in developing high‐performance distributed work arrangements (DWA), suggestions for an evaluation framework for analysis of DWA options, and to discuss the expected role of facility management (FM) in DWA.

Design/methodology/approach

A self‐evaluation table was developed to provide an example of how to assess the potential appropriateness for establishing DWA within an organization. Additionally, relevant attributes demonstrating an organization's level of appropriateness toward DWA are evaluated.

Findings

The best decisions regarding DWA have major impacts to an organization's resources and productivity, and can be aided by critical analysis of more complex factors and attributes to gain insight into these important decision‐making processes. FM support is critical to this decision making.

Research limitations/implications

This paper only shows a simple interdependency typology among factors and the importance of possible levels of relevant attributes toward the level of DWA successfulness. Since, a causal relationship between DWA attributes and the success of DWA is expected, there is a need for further research focusing on the exact relationship by manipulating independent variables and observing dependent variables such as DWA successfulness.

Practical implications

Improved decision making for FM in support of organizational objectives and within existing resources will enable FM to improve their value to an organization with this analysis tool.

Originality/value

A unique approach to evaluation of four key factors, correlated with eight attributes of the organization provide a customizable analysis tool to aid FM in bringing valuable decision making to their organization regarding distributed workplace arrangements.

Details

Journal of Facilities Management, vol. 5 no. 2
Type: Research Article
ISSN: 1472-5967

Keywords

Article
Publication date: 25 April 2022

Sunil Budhiraja and Neerpal Rathi

By integrating job demands-resource (JD-R) theory and organizational change approach, the paper investigates determinants of positive mental health (PMH) of employees…

Abstract

Purpose

By integrating job demands-resource (JD-R) theory and organizational change approach, the paper investigates determinants of positive mental health (PMH) of employees experiencing unpredictable organizational change (i.e. transition from physical work to remote work and other associated changes during the Covid-19 pandemic). The paper aims to examine the direct and indirect effects of continuous learning (CL) and mindfulness (MF) on PMH of employees via their perceived change-efficacy (CE).

Design/methodology/approach

Time-lagged primary data were collected from a cohort of information technology employees experiencing organizational change in the past one year. During the first stage, data was collected on variables, including CF, MF and CE, whereas response on PMH of employees was collected after one month. AMOS-24 has been used to assess the measurement model and perform the analysis.

Findings

At the outset, the study affirms that CL, MF and CE significantly contribute toward PMH of employees. The mediation analysis suggests that CE significantly mediates both relationships (i.e. CL-PMH and MF-PMH).

Practical implications

First, CL and MF are key to recovering from a crisis and enhancing PMH of employees. Second, employees’ CE is an essential ingredient for organizations to successfully implement organizational changes while amplifying the PMH of employees.

Originality/value

The study is one of its kind which examines the antecedents of employees’ mental health during organizational change while examining the mediating role of their CE. The findings contribute substantially to the literature of organizational change and JD-R theory by integrating and extending it to organizational change context.

Details

foresight, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1463-6689

Keywords

Content available
Article
Publication date: 20 November 2020

Walter Matli

The Covid-19 pandemic has affected most organisations' workplaces and productivity. Organisations have had to make provision for staff to operate remotely following the…

12992

Abstract

Purpose

The Covid-19 pandemic has affected most organisations' workplaces and productivity. Organisations have had to make provision for staff to operate remotely following the implementation of lockdown regulations around the world, because the pandemic has led to restrictions on movement and the temporary closure of workplace premises. The purpose of this paper is to provide insights from remote workers' experiences in South Africa about immediate conversion from the normal workplace environment to working remotely from home. The structuration theory was adopted to understand the social structural challenges experienced by staff working from home.

Design/methodology/approach

Data were collected using a Web-based survey, administered when the Covid-19 pandemic resulted in movement restrictions, using the judgemental sampling technique.

Findings

The results are presented using both external and internal features that are linked to the social structures experienced by remote workers who participated in the survey. The key findings indicate that despite the positive aspects of remote working using advances in technology, there are also negative aspects and risks attached to remote working such as work overload and pressures to perform timeously. This can pose severe threats to workers' routines and lifestyle, and the lack of interaction can impinge on their health and general well-being.

Research limitations/implications

The online survey was carried out with first-time remote workers who were the target for the study. Some respondents may have had an affinity for remote working because of the novelty. The sample size may not be generalised, as the collected sample is moderately small, although the purpose of the paper was to report on a small sample size, given the rapidity of the study.

Practical implications

The paper seeks to highlight social structures that exist in South Africa, which accentuate the resource divide for remote workers. Also, the paper aims to encourage organisations (employers) to better understand challenges that workers encountered while working from their homes during the Covid-19 pandemic lockdown restrictions.

Originality/value

The relevance of this paper is in its contribution to the structuration theory and remote working literature, as well as to the study of these topics in the context of South Africa.

Details

International Journal of Sociology and Social Policy, vol. 40 no. 9/10
Type: Research Article
ISSN: 0144-333X

Keywords

Abstract

Details

The Emerald Handbook of Work, Workplaces and Disruptive Issues in HRM
Type: Book
ISBN: 978-1-80071-780-0

Article
Publication date: 21 June 2022

Pengzhen Yin, Chuang Wang and Liang Liang

Personally owned mobile information and communication technologies (MICT) have been widely and routinely used for work purposes in the post-pandemic workplace. Drawing on…

Abstract

Purpose

Personally owned mobile information and communication technologies (MICT) have been widely and routinely used for work purposes in the post-pandemic workplace. Drawing on adaptive structuration theory for individuals (ASTI), this study investigates the antecedents (i.e. characteristics of MICT) and outcomes (i.e. employee affective and cognitive well-being) of routine MICT use in the remote work context.

Design/methodology/approach

The research model was empirically tested via a survey of 430 working professionals who use personal MICT for work purposes in the remote work context.

Findings

Results show that the routine MICT use increases employee affective well-being (i.e. job satisfaction) and mitigates cognitive well-being (i.e. technology overload). The mediation effects of routine MICT use on the relationships between its characteristics (autonomy and timeliness) and employee well-being (i.e. job satisfaction and technology overload) were also found.

Originality/value

Existing research on remote work has widely focused on employee productivity and performance, while attention has rarely been paid to the effects of the technology-driven “new normal” on employee well-being. Grounded in ASTI, this study identifies three MICT characteristics as sources of user adaptive structuration, which impact employees' routine MICT use behavior and further influence employee affective and cognitive well-being. This research can help understand employees' personal MICT use adaptive behavior and improve their well-being.

Details

Information Technology & People, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0959-3845

Keywords

Article
Publication date: 24 September 2020

Laxmiprada Pattnaik and Lalatendu Kesari Jena

The purpose of this paper is to explore the inter-linkages of mindfulness, remote engagement and employee morale as a solution to new normal, during the turbulent times of…

5305

Abstract

Purpose

The purpose of this paper is to explore the inter-linkages of mindfulness, remote engagement and employee morale as a solution to new normal, during the turbulent times of the pandemic.

Design/methodology/approach

Remote engagement is the biggest challenge that is faced by many organisations with their employees working remotely. This paper examines the relevance of mindfulness amidst all distractions that obstruct the employees to stay focussed in their work assignments while performing remotely. Therefore, a thorough literature survey has been made to analyse the conceptual relationship among mindfulness, remote engagement and employee morale. Based on the conceptual analysis, a set of possible frameworks linking the three constructs has been stated for future research.

Findings

This conceptual paper has come up with few possible frameworks to model the assertions by investigating and corroborating it with quantitative or qualitative studies by the future researchers.

Research limitations/implications

This paper has tried to advocate the linkage of the three constructs, which is the need of the hour for setting the organisation to the new normal way of work.

Practical implications

The current paper suggests that the organisations can deal with the toughest challenge of engaging people remotely by practising mindfulness technique, and thereby, it would result in high morale leading to improved performance. This approach paves the way for leading a “new normal” even post-pandemic.

Originality/value

Due to the prevalence of the unforeseen situation of pandemic, organisations have no other way but to resort to remote work. Through the practice of mindfulness, the engagement of employees can be adhered to an extent, which results in enhanced employee morale, which can help the organisation to achieve its business objectives amidst this turbulent time and gradually resorts to function in the new normal.

Details

International Journal of Organizational Analysis, vol. 29 no. 4
Type: Research Article
ISSN: 1934-8835

Keywords

1 – 10 of over 5000